Passengers unable to care for themselves

Passengers unable to care for themselves because of intoxication or any other reason must be placed in charge of a transit patrolman, other employee or city patrolman. 

Any such person should not be allowed to pay fare or enter authority vehicle.

Accident reports are confidential

All reports, facts names, addresses etc are confidential and must not be communicated by any employee except to the proper officials of the system or designated authorities.

Employees will receive one (1) hour pay (less boost in run) for accident report. One (1) hour only even for more than one (1) accident in a day.

Facts to be included in reports

1. Names and addresses of witnesses (pass numbers and department if they work for Transit) shield numbers and agencies of any uniformed personnel allowed to ride with no payment of fare.
2. Submit any information regarding an accident to your department head.
3. Report the date, time and exact location of accident.
4. Make note of the conditions of the area where the accident occurred and have witnesses do the same.
5. When accidents occur on system property an immediate inspection of the area must be made and submitted.
6. Accident reports must be made by all employees involved.
7. If one employee turns over an injured person to another employee exchange names, titles and pass numbers and include on report.
8. Report all disputes and disturbances.

Accidents

Accidents and unusual occurrence take every precaution to prevent accidents or injuries to persons or damage to property. The safety of passengers must receive first consideration and prompt action must be taken.

Employees to make written reports of accident and unusual occurrences - in case of accidents to persons (employee or not) damage to property or unusual occurrences all employees must whether on duty or not make written reports as soon as possible.

In case of an accident to a passenger you must secure business address and phone number as well as home address and phone number of alleged injured person or persons.

Never inform a person involved in an accident that a representative of the authority will communicate with them direct them to either write or visit the law department.

Heating season

October 15th thru April 15th.

Temperature maintained 40 to 65 Fahrenheit Degrees.

Winter uniforms October 15th thru April 30th

Summer uniforms May 1st thru October 14th

Uniform shorts and culottes - May 1st thru Sept 30th

Bulletin boards

Bulletin boards are used to post the following:

1. General orders
2. Bulletins
3. Official notices
4. Employee daily work assignments

General orders, bulletins and official notices remain in effect until fulfilled, superseded or cancelled.

All must be removed within 48 hours of being fulfilled, superseded or cancelled - all must be read daily.

Lost articles

Articles found by employees or turned over to employees by passengers must be turned in at location with lost property bag at crew. Articles must be entered in lost property book and sent to lost property - 34th Street and 8th Avenue subway.

If a claim is made by someone with proper identification, property can be returned. Name, address, phone number and signature are required as well as name and pass number of employee returning lost property.

Employees must not divulge contents or description of articles.

Articles of great value must be sent to lost property ASAP.

Do not contact owner of lost property.

Rules and regulations

Articles not allowed on trains or buses.

1. Long or bulky articles.
2. Articles of explosive nature.
3. Radioactive material or anything that might cause accidents.
4. Long articles that project above doors.
5. Flammable materials.
6. Bass drums or other large instruments.
7. Soiled or dirty clothing in baskets or other.
8. Fish or baskets used for carrying fish.
9. Dogs or other animals not enclosed in animal carriers 

except:

seeing eye dog - identified by harness.

hearing dog - identified by orange collar.

Ordinary hand baggage, instrument cases, small folded baby carriages, bundles or parcels can be allowed but must be placed so as not to obstruct doors.

Employees must not be responsible for or take charge of any article except lost articles.

Family leave

Up to 12 weeks (60 days) for certain family and medical reasons and you must have worked for at least one (1) year and 1250 hours over previous 12 months.

Reasons: 

1. Care for child after birth.
2. Care for employees spouse, son, daughter or parent with serious health problem.
3. Serious health condition that makes it impossible to perform employees duties.

Advance notice and certification

30 days advance notice when the leave is forseeable - may require medical certification. 

FMLA cannot result in loss of any employment benefits that accrued prior to start of an employee’s leave.

Employee must exhaust all paid leave balances (VAC, AVA, PD) when taking FMLA leave - these days are included in the 12 weeks (60 working days) maximum FMLA leave. You must not use sick leave.

Application examined at location chief and final approval given medical assessment center 4 - MAC4.

If FMLA is for your own medical reasons then you must first use sick leave then the option of vacation - AVA, PD otherwise unpaid leave of absence LOA.

Civil service test

Employees are excused with pay for promotional exams.

The following are the instances where employees are excused in all cases. You have two (2) hours to return to work location and must work the balance of your work - if any left.

Examples: 

a) If you work an AM run and the test is in the AM then do not report for run.

1. If you work a PM run then you have two (2) hours from completion of the test to return to the work location. You must work balance of run if any.
2. If the clearing time of your previous days work is within eight (8) hours of the start time of the test then you are excused with pay from previous days work. In example work clears at 02:01 AM and test begins at 10:00AM.

All employees must return to work location after completion of examination and turn in attendance slip.

You must have one (1) year on the job to be off with pay - otherwise available vacation allowance AVA, vacation allowed day VAD, etc.

You must have three (3) years to be eligible for promotion.

Injury on duty and compensation

First day of injury employee is carried IOD and paid run pay for balance of tour. Each day after it is compensation. Employee on compensation is paid eight (8) hours (not run pay).

First nine days on compensation is differential pay. On tenth day employee is entitled to compensation (eight (8) hours per day). Employee is paid compensation and the balance of differential pay to bring total to eight (8) hours.

On re occurrence of a previous injury there is no IOD pay - employee goes right onto compensation. Rate of pay reverts back to rate at original date of injury.

No other allowances can be paid while on compensation (holiday/vacation).

Jury

Jury duty run pay. Extra list eight (8) hours.

Extra list assigned in advance - run pay.

All checks received from the state must be turned over - within 90 days.

Fees during vacation or RDOs returned to employee.

All travel allowances returned to employee.

To qualify for jury leave of absence up to four (4) hours.

Days off changed to Saturday and Sunday. 

If birthday falls while you are on jury duty - pay holiday and keep 

jury fees for day.

Double up on jury - straight time.

Military

22 paid military days - 30 allowed counting weekends or 30 weekdays paid. Eight (8) hours pay for military. 

Holiday on scheduled workday - pay holiday - charge military one (1) day. 

Holiday on RDO - pay holiday - charge one (1) military day.

When 30 military days are used employee on military is now paid four (4) hours a day for total length of military duty.

Employees on military do not lose any time towards seniority, vacation etc. 

Death in family

Three (3) days pay - run pay. Extra list eight (8) hours.

Proof must be submitted.

Parents, spouse, son or daughter. Daughter in law, grandparents and any relatives that lives in house.

Sick out of town

Employee is carried sick unpaid until documentation from out of town physician is turned in and approved.

Employee cannot be placed on sick leave control list (SLCL) without counseling. Bringing in doctors lines for sick absences keeps you off list. No documentation needed for absences of three (3) days or less. If you are not on (SLCL) you do not have to call out of house and are no longer subject to home visits.

No sick leave usage in a calendar year - you can cash out up to two (2) sick days. If one (1) day used - you can cash out one (1) sick day - employee option. Sick leave cash out year -November 1st thru October 31st. Cash out pay is eight (8) hours (not run pay). Must have at least 25 days sick balance as of November 1st. Must have at least 50% of max potential as adjusted for any previous sick cash out. Sick days cashed are deducted from sick balance.

Sick leave control

70/30 cutoff

Available sick balance/max possible sick balance = percent balance.

All on sick control list must provide medical documentation. If employee is placed on the sick control list then they will lose first day pay for sick until removed from list. 

Sick on vacation - vacation not interrupted. Sick time interrupted for scheduled vacation. Sick on holiday (less than 30 days) pay holiday (8 hours). 

Sick on holiday (more than 30 days) pay sick (run pay) deny holiday.

Sick off run on holiday - pay straight time for actual time worked plus (8) hours for holiday - medical documentation required for all sick on holiday.

Sick leave III

In addition to regular sick leave each employee has the following 60% sick leave determined by length of service. All are computed from beginning of sick year.

Less than four (4) years of service 0

From (4) years up to but not including (8) years 15 days

From (8) years up to but not including (14) years 30 days

From (14) years up to but not including (20) years 60 days

(20) years or more 90 days

60% days are not accumulative.

You must be absent without sick time for more than 9 days to be eligible - an employee must be eligible for 12 sick days in previous sick leave year. Employee may request to use AVA or vacation balances before applying for 60% sick leave. If towards end of vacation year sick leave will be interrupted to pay balance of vacation time.

Sick leave II

New employees are not paid first day sick until they reach their first anniversary. If they are placed on the sick abuse list or absentee control list they lose first day sick pay until they come off.

Employee must call in sick at least one hour before commencement of tour. If he fails to do so he is late sick - loss of pay for day. Sick forms must be turned in within three (3) days after return to work. If more than three (3) days then medical proof is required. No sick leave granted due to indulgence of alcohol.

Employee must give notice as to change of location if this cannot be done during time frame then it must be done when circumstances permit. If employee is not on sick abuse he/she does not have to call. 

Employee must give notification at least one hour before return to work for any subsequent tour.

No sick leave granted for less than ¼ of a day.

Work 0 - 59 minutes charged 1 full day.

Work 1 hour to 2 hours 59 minutes charged ¾ day.

Work 3 hours to 4 hours 59 minutes charged ½ day.

Work 5 hours or more charged ¼ day.

If you work first half of run meal period then it is considered work time for computing time worked. No sick leave granted if you are unfit for work because of an accident/injury incurred while working for another employer.

Retirement sick bonus

When an employee retires he will be paid for half of his sick balance. He must have at least half of his potential sick leave. Potential sick leave is computed as in the example of the sick leave previously described.

Advance days are deducted.

Example: employee retires in October - since sick days are given in advance, days for October (if he works less than half month), November, December, January, February, March and April are deducted.

Sick leave I

The sick year begins on May 1st

New employees earn one sick day for each month of employment provided they work the better part of the month (at least half). Sick time is given in advance - every May 1st each employee is given twelve (12) sick days which are accruable.

When a new employee reaches his first anniversary, appointment date he/she is given the balance of that years sick day (prorated). Every May 1st after this he gets 12 days per year. These days are not guaranteed. For leaves of absence without pay, sick days will be deducted.

Example: employee hired June 17th 2011 - what is his/her potential sick balance as of November 2013?

Answer: days earned

June 17 2011 - 0 January 2012 - 1 2011       6 days

July - 1                      February - 1 2012       4 days

August - 1 March              - 1 2012 12 days

September - 1 April - 1 2013 12 days

October - 1                                            4 34 days

November - 1 May 1st 2012 -12

December - 1 May 1st 2013 -12

                   6

Terminal vacations

Terminal vacation is vacation that is earned for next year that is used this year (retirement, resignation etc)

It is earned at the same rate as regular vacation (for full month work)

Less than three (3) years - one day per full month worked

Over three (3) years - two (2) days per full month worked

Over 15 years - two and half (2½) days per full month worked

Terminal vacation pay on any holiday - run pay - no AVA accrual & no extra eight (8) hours pay.