# Confessions of a Railroad Signalman/Chapter 4

IV
LOYALTY
The relations, coöperative and otherwise, that exist between the men and the management of a railroad are intimately connected with the safety and efficiency of the service. Generally speaking, the public is quite ignorant of the nature of these relations. The men and the management may be working harmoniously with a constant solicitude for the safety and well-being of the patrons of the road; or, on the other hand, they may be intrenched in opposing camps, mutually watchful and suspicious of each other, and more or less forgetful of the wider and vastly more important interests of the community at large. One way or the other, the public knows little or nothing about the actual situation. The managers of railroads are not in the habit of discussing such matters or of taking the public into their confidence; our organizations of railroad men likewise pursue the even tenor of their way. It seems to the writer that the time is opportune for a candid discussion of this topic, with a view to the education of public opinion, and in the general interest of travelers by rail. A very brief preliminary survey of the situation will not be out of place.
​It is, of course, unnecessary to dwell upon the tremendous importance of the railroads as a factor in our national life. Their ramifications are like countless veins or arteries penetrating every nook and corner of the continent. Backward and forward through these arteries there passes and repasses an endless procession of commerce and travel. In times gone by these huge systems of national and international intercourse have, for the most part, been directed and kept in working order by boards of management more or less personal and irresponsible in their methods of administration. But within a few years a great change has taken place. A new partner, in the person of the railroad employee, has literally pushed his way into the manager’s office. So important a factor has he now become in the councils of a railroad corporation that hardly a move can be made in the operating department without first consulting his rights and wishes. Not only is the power and influence of the railroad employee at the present day an important factor in railroad management, but, in the opinion of competent judges, the time is not far distant when manager and employee will meet on equal terms and together legislate for the interests of all concerned. Now, granting the ever-increasing power of the employee in framing the rules and influencing the management, what is there to be said about the ​division of responsibility? The question calls for the most serious consideration of railroad men. Manifestly, it also concerns the public interest; for, in criticising conditions on our railroads, public opinion should be thoroughly informed concerning the situation, so that in all fairness it may call for remedies and reform from the right quarter.
At the present day, when an accident happens on a railroad and lives of passengers are sacrificed by reason of the carelessness or neglect of employees, practically the whole moral and financial responsibility is immediately assumed by the management. Heartfelt regret is at once expressed by the highest authorities, the injured are visited by sympathetic officials, and every conceivable kind of bill or expense is at once acknowledged and paid. On the other hand we, the employees, singly and collectively, ignore the whole business. We simply stand back and let the press and the authorities figure out reasons and remedies for themselves. We neither adopt resolutions of sympathy nor pay out a single dollar to benefit the families of the dead, or to alleviate the sufferings of the injured.
Considering the division of power, does this adjustment of responsibility appeal to any fair-minded person? It has occurred to some of us that if we or our organizations were assessed in hard cash in proportion to our responsibility for some of these ​preventable accidents, the casualty lists on our railroads would very quickly assume microscopic proportions. An “Employees’ Liability Act” would, of course, be looked upon as an absurdity; yet if unprejudiced judges were to analyze a few of our accidents, they would quickly conclude that the idea is sanely and soberly logical. They would simply consider the matter in the light of fair and square taxation with unmistakable and ample representation. It must not be forgotten that the manifestation of power by railroad labor is to be looked for not so much in the wording of schedules and agreements as in what the managements of railroads under pressure feel constrained to refrain from doing. The fairness and cogency of this argument may not “be as deep as a well” nor “as wide as a church door,” but I think, in the words of Mercutio, “’t is enough.” The questions and considerations that arise in this way in regard to the interests of the public, the management, and the men, are all comprehensively included and can be profitably discussed under the simple caption of loyalty,—on the one hand, loyalty of the men to their employers, and, on the other, loyalty of the employers to the men.
No sincere well-wisher of the railroad employee will question the importance of the relation that exists, or that is supposed to exist, on American ​railroads, between labor and loyalty. Volumes have been written about loyalty in the abstract. For the most part politicians and teachers of national morality and patriotism have monopolized these arguments. The former would sink individualism in the interest of the machine, the latter for the good of their country. Granted the purity of their motives, the efforts of these people are entirely praiseworthy; and yet the significance and importance of loyalty in the industrial life of the nation can by no means be said to be included in the teachings of either politician or patriot. On American railroads, in particular, the question of the loyalty of employees to the corporations and to the interests of the public is vastly more important than a superficial glance at the subject would lead one to suppose. Understanding as we do the ever-increasing influence of the employee, the problem which we have now to consider relates to what at the present day he is doing with his power, and to what, with his ever-increasing importance, he intends to do with it in the time to come. The future holds in it the answer to these questions in terms of selfishness and abuse of power, or in terms of loyalty to himself, the corporations, and the public.
To attempt to give a definition of loyalty to apply to and to cover this railroad business would simply be time and effort thrown away. It is one thing to ​impress upon learned and critical readers that individualism is in error and that loyalty is “willing and practical devotion to a cause that is outside of the individual and larger than he is.” It is quite another affair, and altogether more important, to reproduce our philosophy in terms of actual conduct and behavior. Not one railroad man in a thousand has either the time or the mental training to study theories, and from the teachings of professors to work out rules for his daily guidance; yet it is manifest that the most useful and wholesome ideas can be put to little practical utility in this railroad business until the employee is aroused, and some practical interpretation of them brought home to him with unmistakable sincerity and emphasis. While, therefore, it is unnecessary to supply railroad men with a definition of loyalty, it will be just as well to call attention to some of its most important features.
Loyalty then, as applied to the railroad service, means the safety of the traveling public so far as human safeguards can be depended upon. Again, comparing the service as it actually is with what it might be, loyalty means the elimination of numerous petty delays, and at times serious blockades, which, at the present day, on many railroads, are so annoying to the traveling public. This matter of delays to passenger trains is quite an important ​feature, and it is surprising how much the personality of the men and their interpretation of loyalty to the public interest figure in the problem. Furthermore, a stricter interpretation of loyalty by employees on any given railroad can easily be shown to mean a positive reduction in operating expenses to the tune of thousands upon thousands of dollars. These additional resources placed at the disposal of the management would mean, of course, funds wherewith to satisfy the never-ceasing demands of employees for better conditions and increase of pay. Finally, loyalty means fidelity; and with fidelity comes sympathy; and with sympathy comes practical and earnest cooperation between management and men, without which safe and efficient service is liable to be a mere delusion and will-o’-the-wisp.
Now, while it is a pleasure to bear witness to the steadfast loyalty, frequently under trying conditions, of numerous individual employees, it is nevertheless the duty of the unprejudiced investigator to call attention to the fact that the tendency of the forces that are at work in this railroad business at the present day, on the part both of the men and of the management, is simply and positively to eliminate loyalty as a useful and essential factor in the administration of affairs. While the public, the management, and the men are mixed up in the re​sponsibility for this unsatisfactory condition, the blame for the lack of sympathetic coöperation, which is only another term for loyalty, that exists among us, must, to begin with, be laid at the door of the employee himself. This is by no means the hasty opinion of an individual thinker. Professor Royce, an eminent authority on the subject, in a lecture delivered at the Lowell Institute in Boston, describes the situation very emphatically in the following language:—
“The trades-unions demand and cultivate the loyalty of their members; but they emphasize the thesis that to be loyal to his union the laborer must disregard certain duties to the community at large and to the nation, duties which loyalty to loyalty seems obviously to require.”
By loyalty to loyalty, Professor Royce means “the maximum of loyalty to the world.” But professors and students of industrial conditions are by no means unsupported in their conclusions. That labor leaders themselves are aware of the inherent weakness of our position may be inferred from the following extract from an editorial in “The International Railroad Employee” for November, 1907.
“I may not lay claim to either the age or wisdom to advise my brother workers what to do, but if you will consider some of my suggestions relative to your actions and surroundings, and talk them over ​among yourselves, I am sure you will be able to find the world brighter for you. You seldom, if ever, give any serious thought to bettering your condition except by hoping for better wages. Your ideals begin and end with wages, and so long as that be true there is no possibility of your condition being bettered.”
Surely this is a most uncomfortable and damaging confession. Interpreted in terms of railroad service, it should have the effect of causing the public to sit up and think it all over. With all our education and enlightenment, is it really a fact that the ideals and humanity of the American railroad man can be crammed into a nutshell in this way by honest and practical investigators, and labeled “wages”? At the present day the assertion that corporations are soulless has almost the nature and force of an axiom. It would now appear, according to the authorities just quoted, that the policy and ideals of labor, as represented by the American railroad man, are not only soulless but brainless as well.
So far in this discussion we have been dealing with theories and opinions. It now remains to be seen, by actual example and illustration, upon what ground or basis these theories have been advanced. In plain English, what is the actual and manifest cost, in character and dollars, of this lack of loyalty to the world at large which is a distinguishing fea ​ture of railroad life at the present day? It is hardly fair to call it a lack of individual loyalty, for at heart the American railroad man is thoroughly loyal; but, unfortunately, the systems of labor organization and management under whose direction he works, practically call upon him to renounce his personal principles in the interest of schedules and agreements which constitute the machinery of the operating department.
It may, of course, be taken for granted that managers of railroads are well aware of the importance and value of practical loyalty in all branches of the service; and yet when one examines the evidence with a view to ascertaining what they actually do for its encouragement, one is driven to conclude that there must be some kind of a hitch somewhere. As an illustration let us take the following incident, which is almost an everyday occurrence:—
Freight train No. 1 pulls into a yard a few miles outside the terminal. The train and engine crew are on overtime; that is to say, every hour they remain out on the road means a great many dollars in wages over and above their regular pay. Before long, another freight train, No. 2, overtakes train No. 1. Instead of pulling into the yard and doing its work in turn, this second train runs up the main line and backs in ahead of train No. 1, thus putting it in a pocket. In this way train No. 1 is delayed ​three or four hours, thus causing the engine to be late for the return service; and altogether an extra and entirely unnecessary expense of perhaps fifty dollars is entailed upon the railroad.
A few days later, the writer, happening to meet the engineman of train No. 2, spoke to him in regard to the affair. He appeared to be very much surprised that his conduct should be questioned or criticised in any way. He had supposed it was every man’s duty to shift for himself; to jump another train whenever an opportunity presented itself, and to get to his destination as quickly as possible. The question of the interest of the company was a side issue, to which he paid little attention. If loyalty of this kind was a matter of importance to the company, why, he contended, was the attention of the men not called to such matters in some emphatic way? So far as he was aware, the management had little to say on any subject except as its views were set forth in the rules and regulations. In his opinion it was every man for himself on the one hand, and every official for himself on the other; and whenever their interests or opinions clashed, it became the duty of the management and the grievance committee to settle the differences. This engineman was not far wrong so far as concerned the actual conditions of his daily work; and yet the management of a railroad takes a good deal ​more interest in such matters than this man had any idea of.
Some time ago a vice-president of one of our railroad systems addressed a gathering of some five hundred railroad station-agents and clerks. He had a good deal to say to the men about loyalty. He tried to impress upon his hearers that railroad men should trunk less about their wages and their material prosperity and more about character and the duties they owed to their employers and to the public. The prosperity of the men was in every way dependent upon the prosperity of the road; consequently, every act of loyalty, every little economy, was a genuine factor in obtaining satisfactory results and returns for the road. In the matter of supplies, for example, employees could do splendid work for the road if they would only put their minds to it. But it was not such an easy matter nowadays to put a stop to waste in some departments, even when its practice was shameful and persistent. Of course, it was an easy matter to find fault with a station-agent if he used a pint of ink over and above his allowance; but when the operating department consumed thousands of gallons of oil per year more than was absolutely necessary, the problem became much more complicated. However, seeing that reporters were excluded from the hall, he would venture to say that in the single case of oil it was possible for ​engine crews, by the exercise of the simplest loyalty and regard for the prosperity of the road, to reduce the expenditure in that one item to the extent of many thousands of dollars per year. But, of course, in the interest of harmony it would never do to tell enginemen and firemen that they are deliberately wasteful or lacking in loyalty to their employers.
To say the least, one gets the impression from these remarks that railroad officials are called upon to pursue their labors with something in the nature of a “sword of Damocles” suspended over their heads. However, it must not be supposed that instances of loyalty on a railroad are few and far between. On the contrary, from time to time the attention of the management is directed to instances of conspicuous and profitable loyalty.
Some time ago one of the largest freight yards in the western part of the state enjoyed a very unenviable reputation for breakages of draw-bars, derailments of cars, and all sorts of unnecessary delays to passenger trains. Finally a change was made in the yard-master. The new man began operations with heart-to-heart conversations with the yardmen. If they had grievances he was ready to straighten them out. The men had his sympathy and backing, and in return he requested their coöperation in order to convert the record of the yard from the worst to the best on the system.
​Working in this sympathetic yet practical way, in a year’s time he had succeeded even beyond his expectation. While handling a much larger volume of business, the operating expenses and the bills for breakages were reduced many thousands of dollars.
Illustrations of a similar nature can be multiplied indefinitely, but one will serve as well as a hundred to demonstrate the fact that railroad men as a rule give little thought to the matter, and that railroad managers, while quite aware of its significance and value, seldom go out of the beaten routine of their regular duties to impress upon their employees the importance of the issues at stake. The following somewhat remarkable illustration will throw additional light on the subject:—
On one of the busiest sections of a New England railroad a certain foreman has charge of a gang of men. This foreman is a good average man, something of a “hustler,” and thoroughly capable and experienced. When carefully examined, however, his record revealed the fact that he had been unable to keep a man on his gang more than a month or two at a time. During ten or twelve years’ service he had to break in and teach the business, practically in vain, to upwards of two hundred green men. Now there is a right and a wrong way of driving spikes and tamping ties, and poor and inexperienced work means broken rails, jumping of track ​
* A TYPICAL DERAILMENT
At another point on the same railroad a different kind of a section foreman is stationed. This man has been on one and the same section for fifteen years, and of his original gang of seven men he still retains five. Of the two who are missing, one is dead, the other accumulated a little competency and retired from the service. This foreman is, comparatively speaking, a very quiet man. He is methodical and exact in everything he does. He always addresses his men in a low tone, but with considerable emphasis. His men like him, and they work behind his back in exactly the same manner as when he is standing over them. His conduct is not so much a matter of temperament as of downright calculation and of thought upon the real value and meaning of loyalty to the interests of his employers.
Drawing up the facts in the cases of these two foremen, the writer sent them to an experienced road-master, with the request that he would kindly give him an idea as to what, in his opinion, would be the difference in actual cash value of the ser​vices to the railroad of these two foremen. He replied that he was much interested in the question, and had looked up the records of the sections with considerable minuteness, and was of the opinion that the conduct and loyalty of the foreman in the second illustration represented a saving to the company of at least a thousand dollars a year. But in answer to a further inquiry as to what notice or encouragement the loyalty of the men received in his department, he replied that no particular attention was paid to it by the management, that such matters were allowed to drift, for the simple reason that the men were organized and that the agreements between the company and the unions call for promotion in turn, or what practically amounts to the same thing, and that, in short, there was certainly no organized method or means by which loyalty could be recognized or rewarded.
For the purpose of demonstrating the value of a thoughtful consideration of the interests of a railroad corporation, no illustration can be considered too insignificant. At a certain junction point a man has charge of fifty lamps. At another station another man secures equally good results from the same number of lamps while burning a fraction of a cent’s worth less oil per lamp per night. By actual investigation and test, it was discovered that the second man handled the business with a saving to ​the company of practically one dollar per year per lamp. This was very interesting when one considers the thousands of switch and other lamps that burn nightly all the year round on a railroad system. Carrying the inquiry a little farther, the writer was able to ascertain that, so far as known, only two or three railroads in the United States take any notice of such information when they happen to possess it; they do not commend the employees for faithful service, and thus stimulate others to like meritorious efforts.
The Santa Fé Railroad is a notable exception to the general rule. In December, 1907, this road published a list of employees who had been heartily thanked by the management and given merit marks for loyalty to the road and the public, not only in cases of emergency, but in the simplest cases of thoughtfulness and economical workmanship. The following is taken from a list of forty:—
“E. H. Vaden, Engineer, and W. L. Sims, Fireman, ten merit marks each for discovering switch in bad condition and without a light, making it safe and afterwards providing a light.”
At the risk of making a slight digression from the main line of my argument, I am tempted to add a few lines regarding methods of management on the Santa Fé. They are taken from a report of one of the officials, and probably represent the most ​up-to-date and sanest railroad management in the country to-day:—
“To make an effort to reduce injuries and accidents to the lowest possible minimum, the company has felt justified in creating an office to handle in a systematic manner the question of preventing accidents and injuries. Great and astonishing results can be obtained along these lines by constant attention and earnest work on the part of the person in charge of this office, and by securing the coöperation of all employees and the assistance of the heads of the different departments. It is, therefore, very necessary that the ‘safety officer’ be as thoroughly acquainted as possible with all the men over the entire system, and personally call their attention to the importance of lending their assistance to this cause.”
In contrast to the personal attention that is paid to the human element on the Santa Fé, let us glance at the methods pursued on railroads in the East. You will find in our railroad offices an exact record and working history of every piece of equipment, from a spike to a locomotive. Every draw-bar, every coupler, every passenger coach, and practically every engine-tire has to give an account of itself. The performances of these “parts” are carefully scrutinized and watched. You will be shown all sorts of diagrams, charts, and volumes of statis​tics going to show the care and expense devoted to equipment and machinery. But if you happen to ask for a few human statistics you are likely to be disappointed. For instance, if a certain train crew runs a freight train two hundred times in a year, breaking seventy draw-bars and upon different occasions delaying thirty-seven passenger trains, and another crew under very similar conditions pulls out only thirteen draw-bars and delays only nine passenger trains, you may consider the records quite important; but in the railroad offices you will find no statistics of this nature, no comparative statements and diagrams illustrative of the workmanship and character of different men and of the value and significance of the human element in the running of a railroad. In a word, you will infer from your investigation that if it isn’t a machine or a piece of machinery it isn’t worth bothering about.
Finally, let us take a very significant illustration, in which the traveling public should be somewhat interested. The other day a through passenger train arrived at a junction in the western part of Massachusetts. It was on its way east, and was practically on time. But at this point it became necessary for the engineman to renew the water-supply. Consequently he cut off his engine and ran down some little distance to the water-stand. After an interval of twenty minutes, as the engine had not returned ​to the train, the station-master went down to investigate the delay. He found the engineman and fireman sitting quietly in the cab waiting for a brakeman to come and turn on the water. It was some brakeman’s duty to do this work at this point, and as he failed to appear, business came to a standstill. The engineman knew his rights and stuck to them. The idea of loyalty to the interests of the corporation and the public could not be permitted to enter into the question, for the reason that to do another man’s work, even in a case of emergency, would be to surrender rights and privileges which had been fought for and secured after months of agitation and diplomacy. The train was thirty minutes late at its destination. In such cases the management is helpless.
It matters little that my illustrations may be criticised as uncommon occurrences. The principle that tolerates the situation is surely out of place on a railroad. By way of contrast, the following item taken from the merit list on the Santa Fé Railroad is both interesting and significant:—
“J. E. Helms, Engineer, and M. C. Collins, Fireman, ten merit marks for coaling up engine 1029 when the coal chute was out of service.”
Strange as the statement may seem at first sight, we railroad people at the present day are suffering from a very peculiar form of mental blindness. Per​haps the point will be more comprehensible if we call it “department paralysis.” Our vision seems to be strictly limited to our own departments or spheres of action. In this way every department on a railroad is loyal to itself and more or less forgetful of the other departments. For example, the operating department is responsible for the care and prompt movement of trains. In a general way it is taken for granted that these movements must be made with safety as well as dispatch. And yet, looking into the matter closely, we are able to discover that dispatch and not safety is the main feature and business. Unfortunately there is no safety department on a railroad, or rather safety takes pot-luck in all the departments. Altogether, safety finds it no easy matter to secure recognition, and city governments, railroad commissioners, and railroad officials all seem to suffer from department paralysis upon occasions when loyalty to the interests of the traveling public would seem to demand a much clearer and wider vision. To all appearances it is impossible for these departments to see beyond the precincts of their own particular hobby or vocation. Let us take a very pertinent illustration:—
The other day, in the vicinity of Boston, several teams were smashed and two persons were killed at a well-known and very dangerous crossing. It being Christmas time, there had been an almost ​continuous procession of vehicles all day long over the crossing. At a moment when perhaps the crush was greatest, the gong in the gate-house gave warning that an express train was approaching. Immediately there ensued a wild scramble to hustle the stream of humanity over the crossing and out of the way of the train. It was no easy task for the gateman. Regardless of the descending gates, a number of teams, unable to turn aside, made a final dash to get to the other side. To drop the gates on the backs of the horses was out of the question, and, as a last resort, frantic yet useless attempts were made to flag the approaching train. In the midst of the excitement the flyer dashed upon the scene with disastrous results.
The following day the accident was thoroughly and fearlessly discussed in the newspapers. There was no difference of opinion on the subject. Practically speaking, every one representing the state, the city, the railroad, and the newspapers, agreed to concentrate their minds on the grade-crossing problem. It should be abolished. This is the universal "hobby" and a good one, no doubt, but apparently no one can see an inch farther. The questions why and how people are killed almost every day at these crossings received no attention whatever. Public opinion, not unreasonably perhaps, is satisfied with the assurance that everything hu​manly and reasonably possible under the circumstances was done by the railroad men concerned in it to get the teams out of the way of the trains. But it did not occur to any one that the whole system of keeping teams out of the way of trains is inherently and inexcusably wrong. The list of victims who are sacrificed to this popular mistake is being added to daily. If the public has any right at all on these crossings, it goes without question that, while they are making use of their rights and in the act of crossing, their safety should depend, not upon their efforts to scramble out of the way of the trains, but upon the moral and legal obligation of the railroads to keep the trains out of the way of the vehicles.
This view, of course, is based on the supposition that the safety of the public is of more importance than the speed of the trains over these crossings. In the case we are now considering, if an empty coal car had been on the crossing it would have been amply protected from the passenger train. Not only is this true, but the tracks of another railroad cross this highway diagonally at this point, and while trains are crossing they are doubly protected by semaphore targets and derailing switches. Teams, however, and passengers on foot have to depend on emergency arrangements which, as we all know, are practically useless. If railroads can afford to protect their rolling-stock in the way de​scribed, the interests and property of the public might reasonably be expected to receive equal consideration. In plain language, the pressing of a button in crossing-houses, in connection with proper signals, would give the public the protection so urgently called for. Altogether the foregoing may be taken as a very good object lesson on the safety problem oh our railroads.
This crossing accident took place in December, 1907. Within a mile of the scene, on the next crossing, in the month of July, 1908, another accident occurred under similar conditions. In this case a wagon was demolished, two horses were killed, and a number of passengers on an express train were injured. Comment is unnecessary.
For the rest, the interest and significance of this essay will be sadly misunderstood if the impression is in any way derived from it that the railroad employee is singled out and must stand alone as an object of adverse criticism. As a matter of fact, a volume can be written in our defense. Only too many of us can remember the time when a deserving employee could be, and frequently was, discharged on the flimsiest pretext. His breakfast disagreed with a yard-master or he happened to have domestic troubles on his mind: for less reason than this good men were sent packing. Not ten years ago the service on New England railroads ​swarmed with favorites and brothers-in-law. Faithful old employees were sent adrift without a moment’s warning or sympathy, to make room for youngsters with a “pull.” Many an honest old servitor, not so very long ago either, with justice and reason might have flung the retort of old Adam, in “As You Like It,” at his superior. "Is ‘old dog’ my reward? Most true, I have lost my teeth in your service.” But we have changed all that. Nevertheless, these things rankle. They say history repeats itself. Justice certainly does; and as for injustice it reacts and rebounds, and perhaps, after many days, it returns and demands a settlement at compound interest. The situation to-day between labor and capital is but a chapter in the natural history of the instinct of self-defense.
Finally, in regard to the lack of loyalty to the world at large, the railroad employee is far from being the only offender. While it may be said to be strictly unintentional, this lack of loyalty covers our railroads as with a blanket. The illustrations given above have been chosen with strict impartiality, and regardless of the personality of the offenders. With the panorama of railroad life before us, as I have endeavored to sketch it, we railroad men should be able to contemplate the conditions, and our conduct in relation to them, as in a looking-glass. While the writer’s sincere desire from be​ginning to end has been to avoid giving unnecessary offense to any one, yet it should not be forgotten that to take away life, either needlessly or heedlessly, on a railroad is an offense against society that calls for the utmost rigor of treatment.