Operating Rules and Agreements
Employees reporting for duty, on duty, on CSX property or occupying facilities provided by CSX are prohibited from having in their possession, using or being under the influence of alcoholic beverages or intoxicants.
Employees shall neither report for duty nor perform service while under the influence of nor use while on duty or on CSX property any drug, medication, or other substance, including prescribed medication, that will in any way adversely affect the employees' alertness, coordination, reaction, response or safety.
The illegal use and/or possession of a drug, narcotic, or other substance that affects alertness, coordination, reaction, response or safety, is prohibited while on or off duty.
1. Devote themselves exclusively to the company's service while on duty.
2. Render every assistance in their power in carrying out the rules and special instructions.
3. Cooperate with other employees' for proper functioning under the rules and instructions.
4. Report any violation of the rules or special instructions promptly to a supervising officer.
The following is a summary. Read the full Rule G Bypass Agreement (PDF)
If an employee is charged with a Rule G Violation (positive drug or alcohol test), and no other rules violation is associated with that charge, the following will govern:
- The employee will be given a choice on whether to attend a formal hearing on the Rule G charge or;
- Elect the By-pass Option, and within 5 days of that election, contact the EAP and be governed by their instruction. (Rule G Charge held in abeyance until successful completion of all Directives.)
If an employee elects the by-pass option, and does not contact the EAP, or enroll in treatment as directed by the EAP, then that employee through his/her actions have nullified the by-pass option, and will stand a hearing on the original Rule G charge.
Employees will be subject to short notice testing for 5 years following a Rule G charge.
Upon successful completion of all EAP directives and having no positive tests during the 5 year time period, the Rule G charge against the employee will be dismissed.
FRA/DOT positives remain on file as public record and are not removed by the above agreement.
The following is a summary. Read the full Co-Worker Bypass Agreement (PDF)
If an employee covered by this agreement discovers a fellow employee who is acting in an unsafe manner while on duty, (i.e. under the influence), then that employee can no longer fulfill his or her job duties, and the employee may call on a supervisor to remove the offending employee from service. The call to the officer (supervisor) must indicate that there is a "RedBlock" situation. The officer will be governed by the Officer Guidelines and will assist in getting the offending employee transported home.
After removal from service, the employee must contact the EAP within 5 days, and be governed by their instruction. No Rule G charges will apply if the employee complies with all directives or prescriptions for treatment that the EAP deems necessary. If the employee does not comply, then they are subject to Rule G charges.
This agreement applies only once in a career to a covered employee.