The Problem - Rule "G"

    In the past couple of months two of our brother engineers have been nabbed for violation of Rule G, that is, a violation of New Jersey Transit's Drug and Alcohol Policy. Both engineers reported for work, signed on duty and were subsequently tested and found in violation. We all know these two men and the consequences they face so I won't mention their predicament further other than to wish them the best as they work through the process. Their situation and what brought it about and how to avoid similar situations in the future, however, needs to be discussed.

    New Jersey Transit's drug and alcohol policy is quite specific: "As a condition of employment, all NJ TRANSIT employees are prohibited from: Being impaired by or under the influence of a drug or alcohol while subject to, reporting for, or on duty; while in the workplace; while in recognizable NJ TRANSIT uniform; while operating any NJ TRANSIT vehicle at anytime; or while conducting business for or representing NJ TRANSIT."

    Look, I know what your thinking but the fair and equitable application of the above policy is a discussion for another time. This is a discussion about you and me. It is my belief that no one goes to work with the specific intent of being fired for alcohol abuse just as no one goes out to drive their cars with the intent of being in an accident; yet it still happens. People may think they are legal to work having stopped drinking the required four hours prior to signing on duty or perhaps take a call in the wee hours of the morning and accept an assignment while still drowsy, not realizing they may still have sufficient alcohol in their bloodstream to cause them to have detectable alcohol on their breath.

    Train and engine service employees are constantly under pressure to always be available for duty regardless of the short call or the fact that the employee may not have gotten sufficient "real" rest or has been out with the guys because they had been told by the crew caller that they were "10 times out for the next afternoon". These are some of the traps we face as engineers and when we find ourselves in these situations we must protect ourselves from the possible discipline problems that come with signing up without being "fit for service".

A Solution - Rule "T"

    If you believe, however slightly, that you may not be fit for service because you are unsure how much alcohol you have in your system, you must follow the safe and prudent course and mark off from work. Call the crew caller and mark off. Special Instruction T-3 allows for four (4) "occurrences" within any six (6) month period before the employee receives a verbal warning. According to Special Instruction T-3, item 2, it takes five (5) occurrences within three (3) months of the verbal counseling before the employee receives a letter of caution from their supervisor. Even if you have been a "bad employee" and have racked up the occurrences prior to your marking off "not fit for service" you still have a better chance with the Absentee Policy then with a violation of Rule "G". The discipline for excess absenteeism is far less painful then the penalty for violation of the company's drug and alcohol policy.

    The fact is, it doesn't matter whether the employee is a casual drinker, or more. It does matter whether the employee signs up for work legally under the influence. The consequences for getting caught are extreme. So, I ask you, or better still, ask yourself, is it better to be "in compliance" with Special Instruction T-3 or in violation of Rule G?

And  last but not least, the Neverevers:
1. Neverever: Report for work if you feel that you are or might be in violation of Rule G.
2. Neverever: Purchase alcoholic beverages while on duty even if purchased for consumption at a later time.
3. Neverever: Consume alcoholic beverages while on duty or on company property. Do not give anyone the chance to bring you up on charges even if you are later vindicated.

Remember:
 "When in Doubt, Bail Out!"

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