The San Francisco call., 1896-07-21
Every Employe of the Southern
Pacific to Have a Page
in a Ledger.
WAGES NOR TIME TO BE LOST.
Suspensions to Be So Only in Name
Objects of the Innovation
Fully Explained.

Beginning with the lst OF august every
employe of the transportation department
of the Pacific SYSTEM of the Southern
Pacific Company will be put on record for
every good and evil deed he performs. On
that date the system of discipline by rec
ord which originated with George h.
Brown, general superintendent of the Fall
Brook Railway, will be in force on all the
Western lines of the Huntington corpora
ton.
By this method a suspension will merely
be so on the record, as the employe will
be allowed to continue at work and to
draw his pay as usual, but the "suspen-
sion" will initiate against his promotion
and may be part of accumulation OF poor
records that will cause dismissal.
In the circular issued to superintendents
Yesterday it is stated that the leading OBJ
jects of the system are as follows:
To secure a higher state of efficiency. To
avoid loss of time and wages OF employees, and
consequent posi- bic suffering OF those who may
be dependent on their earnings, as well as de-
moralizatio on of the employe by enforced idle
ness. To avoid thatincorrect and pernicious
feeling on the part OF the employe who has
been actually suspended, and thus lost money
in wages that he has paid the COM pany tor the
loss and trouble he has caused, and that he
can settle again in the same manner. To en-
able the employe TO gain ID purse, IN self
respect in manliness, in interest in his work,
in permanence OF employment, in loyalty TO
the company, and in Solicltude for Its in ereSts;
BY whicn the company expects to gain man
more contented, more intelligent, more cour-
teous, more watehiui and Jealous tor It's inter
ests, realizing that they are practically his own,
thus securing more harmonious, economical
and efficient service, in which the element OF
force Is not predominant
The details of the proposed innovation
are thus described in circular addressed
4 MI of hn frc tot i'm n
partment:
On August l, 1896, the system of discipline
by record for permanent employees viii be
put into effect the Pacific system OF this
company except on Oregon hneS) and suspen-
siOns from duty, with consequent loss OF time,
will be discontinued. Discipline will be main
tanned by reprimand, book-suspension or by
dismissal from the service. Upon that date all
employees Will be considered as starting in with
a clear record. As occasion requires an individ-
ual account viii be opened with each employe
in a book kept especially for that purpose IN
the superintendent's office
Reprimands will be noted on the records OF
employees who may receive same. Suspension,
though for certain number OF days, Will be
nominal. Instead OF actual suspension the
employe at fault will be allowed 10 continue
at work. A charge will be made on the record
in the book in the superlntendents Office of
every case OF neglect OF duty, violation of the
rules or of good practice, accidents, improper
condu ct, etc., resulting in discipline of an en-
ploye, with the penalty imposed, as may be de-
termined by the superintendent.
Record bulletins will be issued by the sup er-
intendent not ottener than fortnightly and
posted at division terminals on a special
board. These bulletins Will be educational;
they Will be issued Tor, and give a brief account
OF, each case that has resulted in discipline
and state how it could have been avoided, but
will omit all reference that would identify the
person at fault.
such acts as disloyalty. dishonesty, deser-
ton, intemperance, ins ubordination, willful
neglect, gross carelessness, immortality, viola
tion of rules whereby the company's property
is endangered or destroyed, making Ialse re-
ports or statements, or coneealing facts con-
cerning matters under investigation, etc., viii,
as heretofore, subject the offender to summary
dismissal.
Credits will be given on the record, and may
also be bulletined, for notably excellent con-
duct, deeds OF heroism and loyalty, good judg-
ment in emergencies, etc. These special credits
viii be given full consideration in connection
with any charges entered.
No reprimand or suspension Will be noted
against an employees individual record with
out notice TO the person affected and an oppor-
tunity given for explanation and defense.
Each employees record will be open for in
spection during business hours at the super
jntendent's office by the employe himself, but
not by others except by division and general
officers. II not practicable for an employe TO
60 to the office transcript OF his record will
be sent him upon application
No suspension VIII be made for less than ten
or more than sixty days
Reprimands ana sus pensions charged against
an employees record may be Cancelled as fol-
lows: A reprimand will be Cancelled by per.
ten days will be Cancelled by perfect record
tor six months. a suspension OF more than
ten and not exceeding twenty days will be
cancelled by a perfect record for nine months
suspension OF more than twenty and not ex-
ceeding thirty days will be Cancelled by per.
feet record for one year. suspension of more
than thirty and not exceeding sixty DAYS will
be Cancelled by perfect record for one and
one-haH years. Inasmuch as the credit sys
tenn is an experiment the length OF perfect
record for which credits are given is subject to
change whenever IL may be found to bear un-
justly on employees affected by it, or on the
company. An accumulation OF poor records
showing that any employe is not desirab bic
man for the service, will call for the special
consideration of the superintendent, and may,
after a hearing, bring dismissal, though be
may n OF have committed any ofense that o1
itself would have warranted dismissal
1t is expected that the system of discipline
by record viii prove of great advantage alike tC
the company and TO its employees and their fam.
ilies. Wages will not be lost by disciplined en-
ployes who are not TO be dismissed, except fol
such time as may be req uired for satisfactory
investigation, in attendance at the Office of The
superintendent or by themselves looking uI
iacts, witnesses, etc, after which the EN- ploytt
will return to his work. 1t is also expected thai
il will encourage and stimulate al employ e,
to cooperate heartily with the officers of the
company in matters pertaiDing to harmony
economy, safety and efficiency, thereby securing
better service and increasing benefits, security
and satisfaction to the public and to all.
One of the pertinent instructions to su
perintendents is as follows:
In case of a total of suspensions of any EN-
ploye in excess of about ninety days in any
one year, or of an accumulation of poor rec
ords showing incompetence or q series of act
OF negligence or OF violation OF the rules or o
good practice you win call him to your otic.
to explain his record. He should be shown nj,
failures and afforded an opportunity to con
vince you that it will be to the interest of the
company TO continue him In the service, fail
ing in which he will be dismissed.
Specimen record bulletins have beer
composed and printed sheets of them dis
tributed to all the superintendents. Here
are few of them:
A light yard engine started to go to freight
house. The engineman, failing to notice thai
signal was against him, ran his engine off the
track al derailing switch.
The engineman has been suspended fifteen
days.
A fireman was recently called 10 go out on
his run Caller found him helplessly intoxi
Gated. The fireman has been dismissed. 1t i:
hoped this case will be a lesson and warning
to all other employees. Total abstinence from
the use OF Intoxicating liquors is necessary
in railroading. (See Rule 200.)
A passenger engineman discovered q band oi
sheep on the track a short distance ahead
Instead of dashing into them and killing 9