The Topeka state journal. [volume] (Topeka, Kansas) 1892-1980, 1897-07-13
AMONG RAILROAD MEN.
Santa Fe Issues the "BrOWn
System" Circular.
Of Great Interest to Every EN-
pIoye ON the Road.
No Stated Limit of Demerir Marks,
But 90 IS Suggested to Di-
vision Officers.

of discipline on the Atchison, Topeka &
Santa Fe railway, is here printed below.
1t is something that will be of the
greatest interest to every employe OF
the opera ting department of the road
from Chicago to Purcell, Ell Paso, AIbu-
Querque and Denver.
The State Journal announced. some
daT-S ago that the Brown system would
be inaugurated on the ,5anta Fe road on
August 1. 1t was the first paper TO
make the announcement, and today is
the first paper to print the official cir
cular in full. Il
There will be no stated limit of de-
merit marks under the Brown system
on the Santa Fe. While the general in
StructiOnS to the division officers will
name 80 as the limit, still the advisable
ity of deviating from this number will
be left to the judgment of the division
officials.
The official circular in full is as fol-
To all Employees of Operating Depart
ment:
1. On August 1, 1897, the system of
discipline by record for employees will
be put into effect, and suspension from
duty, with consequent loss of time, will
be discontinued Discipline will be
maintained by reprimand, book SuSpen-
sion or dismissal from the service. Upon
that date all employees will be consid-
cred as starting with clear record. An
individual account will be opened with
purpose in the superintendent office.
A duplicate record will be kept in the
office of the division master mechanic
for all employees in the mechanical de-
partment.
2. ReprNnands will be noted on the
records of employees who may receive
same. Suspensions, though, for a GER
tain number OF days Will be nominal
Instead of actual suspension, the en-
ploye at fault will be allowed to contin-
ue at work. A charge will be made on
the record of every case of neglect of
duty, violation of rules or of good prac-
tice, accidents, improper conduct etc,
resulting in the discipline of an employee
with the penalty imposed as may be
determined by proper officer.
g. Record bulletins will be issued by
the superintendent not Oftener than
fOrtnightly, and posted at division ter
minals a special board. These bull
letins will be educational; they will be
issued for and give brief account of
each case where it is thought advisable
to give all employees a understanding of
the case and discipline; especially cases
where there was any doubt on the part
of the employees of the proper course to
be taken, and state how it could have
been avoided but will omit all refer
ence that would identify the person at
fault.
4. Such acts as disloyalty, dishonesty,
desertion, intemperance, insubOrdina-
ton, willful neglect, gross carelessneSs,
immortality, violation of rules whereby
the conpany's property is endangered
or destroyed, making false reports or
statements, or concealing facts concern
ing matters under investigation, etc,
WILL as heretofore, subject the offender
! to summary dismissal.
5. Credits will be given on the record,
| and may also be bulletined, for notably
! excellent conduct, deeds of heroism,
and loyalty, good judgment in emergen-
| cies, etc. These special credits will be
! given full consideration in connec ton
with any charge entered.
6. No reprimand or suspension will be
noted against EMPLOYEES Individual
! record without notice to the person af
| fected, and an opportunity given for in
! pIoye's record will be open for inspec-
| ton during business hours a the sup
| erintendent's office or office of the div
| iSion master mechanic by the emplOye
! himself, but not by others except by
! divisions and general officers. If not
practicable for an employe to go to- the
| office, transcript of his record will be
| sent him on application.
| Z. No suspension will be made for less
| than 10 or more than 60 days.
| 8. Reprimands and suspensions charg-
! ed against an employees record may be
! cancelled as follows:
| (a). A reprimand will be cancelled by
a perfect record for three months.
| (b). A suspension of 10 days will be
! cancelled by a perfect record for six
| months.
| (c). A suspension of more than 10 days
! and not exceeding 20 days will be can
| celled by perfect record for nine
| months.
| (d). A suspension of more than 20 and
| not more than 80 days will be cancelled
/ by a perfect record for one year.
| (e.) A suspension of more than 80 and
| not exceeding 60 days will be cancelled
by perfect record for one and one-half
| years.
(f.) Inasmuch as the credit system is
an experiment, the length of perfect
record for which credits are given is
| subject to change whenever it is found
| to bear unjustly on employees affected
! by it, or on the company.
! 9. An accumulation of poor records
: showing that employe is not a de-
! SRA BILE man for the service will call for
tendon and may, after hearing, bring
dismissal, though he may not have com
| mitted any offense that of itself would
| have warranted dismissal
10. 1t is expected that the system of
| discipline by record" will prove of
and to it's employees and their families.
| Wages will not be lost by discipline and
| employees who are not to be suspended
except for such time as may be required
for satisfa Glory investigation, in at
| tendance at the office of the superinten-
dent or by themselves looking up facts,
| Witnesses etc, after which the employe
| will return to work. 1t IS also expected
that it will encourage and stimulate
all employees to cooperate hear
tily with the officers of the com
pany in matters pertaining to harmony
securing better service and increasing
benefits, security and satisfaction TO the
public and to all.
The cordial cooperation of all en-
ployes is invoked.
H U. NUDGE,
! General Superintendent.
Approved.
T. T. FREY,