In case you missed it in the National Agreement Ratification Packet, please take a look at these Frequency Asked Questions about the new, improved Tentative Agreement. As a reminder, online ratification voting will take place from Monday, October 31 to Friday, November 4.

As always, please don’t hesitate to contact your servicing General Chairman with any questions!

Frequently Asked Questions

IAM District Lodge 19 National Freight Rail Improved Tentative Agreement 

What is the employee health and welfare plan cap?

The monthly employee healthcare cost share contribution will be 15% of the Carrier’s monthly payment rate beginning January 1, 2023. The Carriers pay 85%, an overwhelming majority of the monthly payment.

There is not “True Up” on the health and welfare in this agreement. Each member will receive their entire back pay. No back pay will be ate up by a True Up fee. The employee monthly contribution rate is not retroactive.

No changes in deductible, co-pays or out of pocket maximums. The carriers’ attempts to shift even more healthcare costs on to their employees was stopped.

The Carrier’s monthly payment rate is set a couple months prior to each new year, normally in late October or early November, and is to be implemented on January 1st.

The Carriers do not unilaterally decide the monthly payment rate. It is decided jointly by the Cooperative Rail Labor Organizations (CRLO) and the Carriers at the annual Rate Set meeting. Once the rate is set, it is locked in for the entire year beginning January 1 and cannot be changed during the year.

How did the employee healthcare cost share become 15%?

The 2005-2009 National Freight Agreement increased the employee monthly contribution rate to 15% of the Carriers monthly rate for the term of that Agreement. The 2016 Agreement froze the employee monthly contribution rate at $228.89, which was 15% of the Carriers monthly payment rate.

The Current employee monthly contribution rate of $228.89 is approximately 12% of the Carriers monthly payment rate.

2022 Carrier monthly payment rate is $1,916.40

What does the $398.97 healthcare cap mean?

Employees will pay 15% of the carrier’s monthly payment rate unless the 15% goes above $398.97. If the employees 15% cost share goes above $398.97, the employee will only be required to pay $398.97 per month until a new agreement is ratified.

What is a healthcare rebid process?

The rebid process of vendors is a joint effort between the Unions and the Carriers. All decisions regarding vendors must be decided by both parties. The idea behind the rebid process is to lower the healthcare premiums to keep the 15% employee contributions lower and costs are competitive and not excessive.

When will we get our back pay?

Full back pay will be paid within 60 days of ratification. All hours worked are included in back pay.

Why did DL-19 decide to use electronic voting?

To ensure every eligible member has the opportunity to participate in the ratification process fairly.

How does the new personal leave day work?

Every member will have three options for selecting how to use their new personal leave day. Members will notify the carrier during the vacation scheduling process. The first option is to use the day as a personal day following the current personal day requirements. The second option is to use the personal leave day as a single vacation day following the current single vacation day requirements. The third option is to use the personal leave day on an employee’s birthday. If the employee’s birthday falls on a rest day, the personal leave can be used on the working day immediately preceding or following the employee’s birthday, which creates a three-day weekend.

Newly hired employees hired before September 30 will receive the personal leave day.

What does a joint review of industry practices regarding overtime assignments mean?

We have known for many years that Carriers are pushing employees beyond their limits putting employees’ lives and the general public at risk. This review will give us the data we need to argue that we need more manpower to work safely and current employees are being put in unsafe situations.

This review will also highlight the lack of notification management gives our members when they are forced to beyond their regular shift. This lack of notice does not allow our members to provide themselves healthy food options. Many have to rely on unhealthy vending machine options, at best.

Many of our members work large amounts of overtime for various reasons including a reduction in the workforce causing those that are still working to work more hours. District Lodge 19 General Chairmen now have real language that demands the carriers review overtime practices in all locations. We will use this study to hold the carriers accountable and demand they do better.

Who will conduct the joint review?

District Lodge 19 General Chairmen and the National Railway Labor Conference will both conduct the joint review. District Lodge 19 will also rely on Local Lodges and Local Chairman to ensure the carriers are providing truthful information.

What happens when DL-19 and the National Railway Labor Conference does not agree on the joint review?

District Lodge 19 now has the ability to file a grievance and use the grievance procedure to resolve the dispute.

Why do we need a side letter for single room lodging when the carriers already do this?

The side letter provides real language to ensure the carriers do not change the practice because we did have not language on single-room lodging. Without this language, carriers could change how they handle rooming without notice. One railroad has already tried doubling up in hotel rooms.

Why did DL-19 tentatively agree to Side Letter 7 for Roadway Mechanics?

Each carrier that has IAM Roadway Mechanics uses a different method to pay per diem and travel expenses. This side letter will allow General Chairman to negotiate separately on each carrier for the best achievable travel expenses and per diem payments.