Line Employee Handbook - Transystems LLC

" E x c e l l e n c e i n S a f e t y " 

Revised: August 2005 © Tramsystems LLC 

EMPLOYEE 

HANDBOOK

LINE EMPLOYEE HANDBOOK - VERSION 15- Page 1 of 42 

900A – P12-20-07, R072312 

WELCOME TO TRANSYSTEMS 

We hope that your job at Transystems will be a good work and personal experience. Above all, we hope that 

your work at Transystems will be safe. 

Transystems is an open company. We welcome your expressions of concern and your suggestions for 

making our company a better, safer place to work. 

Safety 

Operations 

Policies 

TABLE OF CONTENTS 

Safety Program Overview 

Standards of Job Performance 

General Safety Rules for All Line Employees 

Driver’s Safety Responsibilities Policy 

Loader Operator Safety Responsibilities Policy 

Mechanics Safety Responsibilities Policy 

Avoiding Cumulative Trauma Disorders 

Electrical Safety 

Fire Prevention 

Dress 

Bad Weather Shut Down 

Employee Safety Committees 

Transferring to Another Terminal 

Job Specific Operating Requirements (Separate Attachment for each position) 

Load Securement 

Yard Operations 

Skip/Wet Hopper Safety 

Towing and Pushing 

Lock-out/Tag-out 

Cell Phones, use while on duty 

Confidentiality 

Coarse and Offensive Language 

Discipline 

Drugs and Alcohol 

Employment Information 

Harassment 

Hours of Service 

Leaves of Absence 

Military Service 

No Riders 

Personal Protective Equipment 

Solicitation, Distribution and Bulletin Boards 

Suspension of Employment Pending Resolution of a Citation 

Tools, Employee Owned 

Weapons


Pay and Benefits 

Wages & Benefits 

Holiday Premium Pay 

Payroll Advance 

Pay Error 

Payroll Administration 

Pay Period & Hours 

Pay Cycle 

Eligibility for Medical, Dental, and Vision Benefits 

401 (k) 

Vacation Policy 

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SAFETY PROGRAM OVERVIEW 

Company Safety Policy Statement. 

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SAFETY 

Transystems’ goal is to operate all projects at the highest level of safety. This commitment to safety is 

shared and instilled throughout the organization. 

Our ultimate goal is to eliminate all losses within our workplace. 

We record all losses that involve injury or property damage regardless of the cost. Although this makes our 

loss frequency appear to be higher than if we used a threshold method, our resulting figures are "pure" and 

not just for the purpose of creating records. Loss severity and cost are functions of chance. Sometimes the 

difference between a minor accident and a major loss is seconds or inches. 

Transystems employees are responsible not only for their own safety, but also for the safety of those around 

them, even if these individuals do not work for Transystems. 

Transystems expects its employees to possess the skills and judgment required to operate safely under most 

conditions. When conditions turn bad, use your common sense and shut down if you feel doing so is 

necessary to maintain a safe operation. 

Being safe on the job is the right and the responsibility of every employee. 

STANDARDS OF JOB PERFORMANCE 

Each employee agrees to: 

� Immediately report any on-the-job personal injury (Workers Compensation Injury), vehicular 

loss, damage incidents, or safety hazards to a company manager or supervisor. 

� Not engage in unsafe operation of company equipment. 

� Care for and not abuse any company equipment I use. 

� Report for all scheduled work periods. If unable to work, I will notify my supervisor immediately. 

I understand that excessive or un-excused absences are not acceptable and grounds for termination. 

� Not engage in insubordination towards company managers or supervisors. 

� Not misappropriate (steal) company or customer property. 

� Not falsify any company paperwork or documents.


� Not fight with Transystems employees or employees of the customer or supporting contractor. 

� Not threaten, intimidate or coerce fellow employees on or off company premises, at any time for 

any reason. Doing so is unacceptable and may result in my dismissal without warning. 

� Not use profanity or discuss company business on any radio (CB’s included) mounted in company 

equipment. Profanity on the radio creates a hostile work environment and will be treated as 

harassment. 

� Not deface Transystems bulletins, bulletin boards, safety warning signs or any other informational 

or safety related postings on company or contractor property. 

� If DOT qualified to operate a commercial motor vehicle, promptly report to my supervisor any 

citation I may receive either on or off duty from a law enforcement or Department of 

Transportation officer. If I choose to contest a citation and are later convicted of the offense, I will 

report this conviction to my supervisor as soon as possible, but not later than 30 days after the 

conviction per DOT rules. 

� If DOT qualified to operate a commercial motor vehicle, I will maintain my qualifications to 

operate, including a valid license, endorsements, medical qualifications, and additional standards as 

required by Transystems. 

� All newly hired employees are subject to a 90-day probationary period. Continued employment 

after the probationary period should not be construed to be an offer of permanent employment. 

This document is not an employment contract between Transystems and any applicant or 

employee. 

GENERAL SAFETY RULES FOR ALL LINE EMPLOYEES: 

The general safety rules are considered minimum safety standards for usual work conditions and must be 

followed by all employees. Specific rules for drivers, mechanics, loader operators and special projects will 

be addressed under specific sub titles. 

Safety Codes of Conduct: 

Transystems employees are responsible not only for their own safety, but also for the safety of those 

around them, even if these individuals do not work for Transystems. Employees need to keep 

themselves informed of all safety rules for their location by participating in the new employee training 

and current employee refresher training conducted yearly at the project level. 

Always work with your project manager with regards to safety. Notify your Project Manager 

immediately of any potential safety problems with the equipment or working location. Do not operate 

or use equipment that you have not been authorized or trained to operate by the project manager, 

supervisor, or trainer. 

Proper planning always assures for a safe work environment. Keep self preservation at the top of your list 

of priorities. Always ask and insist on sufficient help before lifting heavy objects, and always follow the 

proper procedure when lifting. (Make sure you bend your knees and keep your back erect, lift with the 

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weight close to your body and don’t twist while lifting. Use mechanical devices when possible or 

available). Do not attempt to lift a tire on or off a unit without obtaining help. Wear personal protective 

equipment (PPE) in accordance with the job operation. When working around bins, hoppers or grizzlies, 

tripping hazards near the bins, hoppers and grizzlies along with snow, ice and/or muddy conditions require 

that each driver/operator use caution. Do not use cellular telephones or Walkman-style headphones while 

driving. (The use of a cellular telephone is only allowed when the vehicle or equipment has completely 

stopped and parked safely.) 

Be responsible for and participate in proper housekeeping at your project. Report any accumulation of 

mud or any other debris on the highway to the project manager immediately. Never deface 

Transystems bulletin, bulletin boards, safety warning signs or any other informational or safety related 

postings on company or contractor property. Keep all fueling areas clean and free of spillage, reporting 

any spills immediately. Never participate in horseplay in the workplace. 

Always be mindful of our customers in your daily operations. Follow prescribed traffic patterns at the 

loading and unloading sites. Obey all speed limits imposed by our customers at their company yards or 

loading and unloading sites. Give the right of way to all customer vehicles and equipment operating in the 

loading and unloading areas and all loaded company trucks and vehicles. Obey all safety regulations 

imposed by our customer. (e.g. hard hats, safety glasses, steel-toed boots). 

Safe Equipment Maintenance 

Before operating any piece of equipment, ensure that the equipment is in good repair, safe to operate, and 

that all lights are on and in good working condition. Be aware of problems such as grinding or whining 

noises, problems in steering, jerking or lack of response to the operator’s demands. Perform equipment 

safety checks and lubrication procedures outlined by Transystems and the equipment manufacturer. 

Keeping equipment clean also keeps them safe. Drivers and operators must keep windows, mirrors, light 

lenses, and DOT reflective strips clean. Cab interiors must be free of debris, especially anything that might 

jam controls, pedals or steering. Interior cleanliness is the responsibility of the operator. Cleaning supplies 

and whisk brooms are provided ad will be available for use. All items in the cab must be secured in place 

when not in use. Keep the foot control pedals and boots free from mud, snow, ice or grease, which could 

cause a loss if your foot slipped from the controls. 

Although employees are encouraged to do light maintenance, please do not try to perform maintenance 

on any part of the equipment with which you are not familiar. Check with the project manager or 

mechanic for assistance when in doubt. Only certified maintenance staff/designated personnel will 

make adjustments to equipment brake components. 

Safe Equipment Operation: 

Complete the pre-shift inspection card prior to starting. Notify your supervisor of any equipment 

problems and note them on the inspection report. If you find a problem that would affect the safe 

operation of the machine, you must have the repairs done before using the equipment. All other repairs 

may be schedule for normal preventive maintenance. 

Always operate company equipment in a defensive and courteous manner, therefore promoting a 

professional and courteous image to the public. Use caution when working around equipment and 

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buildings. Operate all equipment at the state, county, or local limit or at Transystems’ established speed 

limit, whichever is lower. Reduce speeds for weather or poor road conditions. 

Riders are not allowed in company vehicles other than persons who have been authorized to ride in the 

vehicle by the project manager. 

The following safety standards apply to all vehicle operations. Use a three-point hold when entering or 

exiting the cab of the tractor or whenever climbing on any equipment. Warm up the equipment. Allow 

the engine or auxiliary equipment to warm to proper operating temperatures before operating. Do not 

start a tractor or other piece of equipment from outside the cab of the unit. Always operate all company 

equipment with the lights on. Wear seatbelts at all times when operating company equipment. Sound 

the horn to alert everyone near that the equipment that is about to move. Do not back any equipment in 

high gear. Double clutch when shifting the transmission. Come to a complete stop at each controlled 

intersection. No rolling stops. At no time is work ever allowed under a raised loader bucket or arms. 

Maintain enough air in the air ride seat so that the driver does not bottom out. Radar detectors may not 

be installed or used in any company equipment. Employees who install or use radar detectors in 

company equipment will be terminated. 

DRIVER’S SAFETY RESPONSIBILITIES POLICY 


Transystems complies with the Federal Motor Carrier Safety Regulations, state and local driving laws 

and corporate policies. Transystems drivers must comply with all state laws concerning submission to 

breath, blood or urine tests when requested to by law enforcement personnel. Meet and maintain the 

Transystems standards for commercial driver’s license. For operators with HAZMAT endorsement, 

meet and maintain federal requirements established for HAZMAT vehicle operators. Notify your 

supervisor as soon as possible of any roadside vehicle inspections conducted by law enforcement or 

Department of Transportation personnel. 

Try to anticipate the actions of other drivers. Maintain a minimum of four (4) seconds following distance 

between any vehicle under dry and clear road conditions. This distance should be doubled to eight (8) 

seconds under adverse conditions. In conditions of high-density traffic or adverse conditions, the driver is 

expected to use his/her professional judgment in maintaining reasonable and prudent distance. Maintain a 

minimum of ¼ mile following distance between other company equipment. 

During periods of reduced visibility or poor operating conditions, reduce speeds, increase following 

distances, and exercise increased awareness of driving conditions and traffic activity. If conditions 

deteriorate, contact the supervisor to determine if the shift should shut down. When in doubt, shut down and 

contact the supervisor immediately. Do not operate alone during poor weather. 

Transystems drivers are always under the observation of residents of the communities where we 

operate. Be courteous. Refrain from using engine exhaust brakes (Jake brakes) in populated areas. 

Drive defensively and obey speed limits. 


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Prior to operating your equipment, complete a pre-trip, walk-around inspection before departing from 

the yard. Check the previous shift Driver Vehicle Inspection Report (DVIR) for previously found 

vehicle defects or safety issues. Complete all applicable pre-trip items on the company’s DVIR out at 

this time. Check tires, lug nuts and suspension every two (2) hours of traveling time. Conduct a 

thorough post-trip inspection and document the results at the end of the shift. 

Use the right lane when traveling on any multi-lane highway. The left lanes are to be used only for 

passing or merging. Immediately return to the right lane upon completion of the maneuver. No passing 

any other company truck during the course of the shift. Trucks may go around another truck at the 

loading or unloading site provided it is safe to do so. If a truck is disabled or otherwise moving well 

below the speed limit, that truck should pull to the side of the road and allow the other trucks around. 

No passing any vehicle on the right hand side unless proper lanes for this purpose are provided. 

Properly use engine brakes by always preserving service brakes and maintaining safe speed on hills. 

Engine brakes should be used in combination with the proper gear to allow the truck to descend a hill 

without exceeding the maximum engine RPM posted in the vehicle or using the service brakes except 

for sharp corners. Engine brakes should not be used in snow packed, icy, or slippery conditions. Never 

exceed the maximum engine RPM. 

Use cruise control only on long stretches of open road such as low-traffic areas and four-lane highways. 

Never use cruise control on wet, slippery, or snow-covered roads, when you are fatigued, don’t feel well, or 

are emotionally upset, or in areas where you may need to brake suddenly. Examples include roads with 

many intersections, deer-populated areas, and school bus routes. 

Use extreme caution when entering and exiting piling stations. Both the approach roads and the piling sites 

can be slippery with mud and other debris. Use 4-way flashers whenever traveling slowly on a public 

highway or departing a piling site. (See Slow Moving 4-way Flasher policy.) 

Look, sound horn and use the 4-way flashers when backing any company vehicle. Use a spotter when 

possible. Follow the backing procedures for your operation. Drivers are responsible for their vehicles 

even if a spotter is used. 

Square off all corners when cornering. This ensures your trailer does not travel over curbs and other 

objects. Watch for cross winds. Never leave the fuel nozzle unattended while fueling the truck. 

Record the ending fuel reading & gallons on the “fuel charge out sheet” and gallons used on the driver 

time card. 

Always follow proper safety procedures around loading and unloading areas. Before entering any 

highways or roadways adjacent to a loading site, whether marked or not, stop and check for traffic. 

Follow prescribed traffic routes to and from the loading and unloading sites. Never detour from these 

routes unless notified to do so by the project manager or a supervisor. Give the right of way to loaded 

trucks at loading and unloading sites, unless otherwise instructed by a project manager, or when it 

would create a hazard on a public highway to do so. Empty trucks going into the loading sites have the 

right of way over loaded trucks coming out. 

Loader operators are in charge of the loading zone and pile grounds. Drivers are required to be in visual 

contact and maintain communication with the loader operator, following their directions at all times. Drivers 

will remain in the cab of the tractor when in the active loading area. This will reduce the risk of injury due to 

falling materials from trailers, loaders and/or conveyor belts. Be aware of slides from high walls, overhangs 

900A – P12-20-07, R072312


and spills from front-end loaders or other equipment. Do not drive under a raised loader bucket at any time. 

Driving under a raised bucket is dangerous. If a hydraulic hose breaks it could bring up to 8 tons down on 

top of your vehicle. If the loader operator asks you to drive under a raised bucket, report it to your Project 

Manager immediately. 

Drivers may exit their tractors at designated areas away from active loading areas to inspect cargo and 

equipment. 

LOADER OPERATOR’S SAFETY RESPONSIBILITIES POLICY 


Loader operators are responsible for operating their equipment in a safe, courteous and responsible 

manner. In addition to the general loader safety responsibilities, operators must be watchful for trucks 

approaching and exiting the loading areas. When loading in the yard or pile sites, the operator must be 

aware and cautious of traffic and building hazards especially during harvest. The operator must always 

know what or who is in the working area. Loader operators are in charge of the loading zone and pile 

grounds. Loaders are required to be in visual contact and maintain communication with the line haul 

drivers, providing them with directions at all times 

To ensure a safe working environment, loader operators should keep the working area clean of loose 

materials. This reduces the risk of rolling or sliding. Shake off excess material before moving out of 

the load area. 


Never allow a truck to drive under a raised loader bucket. Backing under a raised bucket is acceptable as 

long as the cab area of the truck is never under the bucket. Do not swing loaded buckets over any operating 

equipment compartments. Carry the load high enough to have proper ground clearance, but low enough to 

maintain the proper stability of the machine. Ensure that everyone, including the driver, is clear of loading 

equipment before dumping materials. Do not excavate in the ground or attempt to break up densely 

compacted materials with corners of buckets. 

Never operate the machine on a highway except when moving the machine from site to site under the 

direction of the project manager. Use caution when crossing side hills, ridges, berms, ditches or other 

uneven ground. Move in the proper gears and at acceptable speeds for conditions. Travel in reverse when 

carrying a loaded bucket down a steep grade. Keep the bucket 15-20 inches from the ground when moving a 

front-end loader. 

Park the loader in the designated areas. Set parking brakes and chock wheels turned in to banks or curbs. 

Avoid parking on any inclines. Never leave the machine parked with the blade or bucket in a raised position. 

Never leave the machine unattended unless the parking brakes are applied, the engine is shut off, and the unit 

has been properly chocked. 

MECHANICS SAFETY RESPONSIBILITIES POLICY 

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Mechanics are responsible for working and operating equipment in a safe, courteous and responsible manner. 

Mechanics will abide by the Mechanics Safety Responsibilities as outlined in the company safety policy. 

Mechanics will perform functions outlined in the company Maintenance Manual, (e.g. A, B, C services, 

paperwork, repair work) and be familiar with and dedicated to following the shop safety requirements 

outlined on the Shop Safety Inspection Checklist. 

Transystems mechanics will maintain all company equipment to company standards and within safety 

standards directed by the company, state and federal regulatory agencies. Maintain all equipment to OSHA 

or MSHA Safety standards. (e. g. safety items: grinder lens-covers, welder-gloves/goggles, torch-blow back 

device, electrical cords, air hoses-ends, couplers). Comply with Transystems and customer mandated hot 

work procedures where required. Comply with all safety rules and procedures established for confined 

spaces maintenance activities. Comply with all safety rules and procedures established for lock-out/tag-out 

during specified maintenance activities. 

Mechanics will keep the project manager informed of equipment condition and report any unsafe conditions 

or procedures. Mechanics' days and hours of duty will be established by the project manager. Mechanics 

time off such as vacation, holidays, and personal days should be arranged through the project manager. 

Personnel other than mechanics performing maintenance or shop work will be under the supervision of the 

on-duty mechanic. He or she must ensure that all drivers, mechanic helpers or any other person assisting in 

the shop follow all safety regulations that pertain to the shop. The on-duty mechanic is responsible to make 

sure the work is being done in compliance with maintenance and safety policies. Mechanics will not conduct 

any potentially dangerous repairs unless there is another person in the shop and who is made aware of their 

activity. (e.g. removal transmissions, rear-ends, fifth wheels, etc.) 

The mechanic is responsible for keeping the shop area in a neat, clean and safe condition. The area should 

be cleaned after each task and cleanup considered as part of that job. Mechanics are considered 

professionals in their fields and should project their professionalism through a clean, organized shop. 

Safe Equipment Maintenance: 

Mechanics will always be aware and ready to use all required PPE when performing maintenance tasks. 

When on duty, all mechanics must wear safety glasses, a hardhat, and ear protection when they are required. 

Whenever grinding or using a hammer and punch, wear full coverage safety goggles. Whenever working 

with batteries, wear a full coverage face shield and gloves. Proper gloves, helmets and goggles must be used 

whenever welding is being performed. If the item being welded is above the welder, the welder must wear 

leather arm and shoulder protection. Screens must be used to protect others in the shop from the area in 

which welding is being performed. Never use a welder, cutting torch, or any spark or flame-producing 

device near fuel tanks, batteries, or other flammable materials. Wear high top boots whenever working. 

Tennis and other casual shoes are not permitted. If a maintenance procedure will use hazardous chemicals, 

make sure to use all required PPE, such as eye protection, protective gloves, and if needed, respiratory 

protection. Refer to the chemical container cautions and warnings and the Material Safety Data Sheet for 

further information on material use, handling, and hazards. 

Utilize lock-out and tag-out procedures in such a manner as to prevent equipment from closing or being 

activated without your knowledge. Remove the ignition key and prevent the starting of any trucks or 

900A – P12-20-07, R072312


machinery (i.e. insert a dummy key with a tag out attached) that they are working on. Never work 

under/inside hydraulically, pneumatically, or electrically activated equipment without insuring that the 

equipment has been secured by at least two means of support. Verify all physical restraint devices are 

installed and equipment lockouts are in place prior to conducting maintenance activities. (Examples: raised 

cargo box, belly dump gates, surge hopper, truck lift table, dump tables, beet wheel, trailer hold down 

device). Never use a jack instead of a jack stand. Use a chock block between the drive wheels whenever 

working underneath a unit. 

Never enter a confined cargo space such as a tank. This includes liquid as well as dry product tanks such as 

pneumatic tanks. If a maintenance task requires working from a height greater than 5 feet above the shop 

floor, make sure to use proper maintenance stands or platforms and fall protection restraint devices as 

required. At no time work in a loader pivot area while the loader is running. Ensure pivot area lock bar is 

engaged prior to conducting any maintenance or inspection activities in the pivot area. 

Keep tools and electrical devices in a safe and serviceable condition. Tag out tools and electrical equipment 

that have been damaged or are showing excessive wear or exposed electrical wiring. Remove tagged out 

items from the general shop area to prevent their inadvertent use prior to them being repaired or replaced. 

Keep flammable materials and oily rags/waste containers away from shop areas where sparks or open flames 

are possible. Limit flammable materials containers inside the shop area to the absolute minimal amount 

needed to support maintenance activities. Ensure oily rag and waste containers are cleaned out frequently 

with the contents being disposed of properly per local environmental regulations. 

AVOIDING CUMULATIVE TRAUMA DISORDERS: 

� To avoid cumulative trauma disorder (CTD), all employees should apply the following safe 

working practices to their daily work environment: 

- Avoid or minimize repetitive twisting movements, especially in combination with poor body 

position. 

- Avoid exposure to cold combined with repetitive motions. 

- Avoid excessive standing with no chance to lean, sit or comfortably reposition your body. 

- Avoid holding arms outstretched with no support. 

- When operating vibrating machinery take frequent breaks to avoid injuries. 

- Avoid repetitive physical force using shoulders, arms, legs and back. 

- Avoid repetitive motions using a bent wrist, take frequent breaks if the work requires this 

type of position. 

- Employees should identify poor ergonomic practices and equipment design to their 

supervisor immediately. 

Electrical Safety: 

� While on the job, be on the lookout for faulty electrical equipment. Report electrical hazards 

immediately to your supervisor. 

- Never expose yourself or others to energized electrical circuits. 

- Get your supervisor’s approval before using personal electric devices such as radios, heaters, 

etc. on company property 

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- Before you start a job, check to make sure that all electrical equipment is in safe condition. 

o Check electrical cords for cuts or abrasions through the outer insulation. 

o Check the male plug to ensure the insulating disc is in the proper position and that no 

prongs are loose or missing. 

o Check for evidence of loose or visually damaged parts, switches, shielding, nuts, 

bolts, etc. Report to Supervisor. 

o Inspect the receptacle before plugging in the electrical cord. (Look for burn marks, 

cracks, and broken insulation, missing cover plate or other noticeable defects). 

Notify supervisor and don’t use the equipment if a problem is detected. 

o When working with electrical equipment/lines always comply with the lockout/tagout 

procedures. 

Fire Prevention: 

� Identify fire extinguisher locations within the facility or job site. 

� Familiarize yourself with fire evacuation plans and participate in all fire drills. 

� If a hot work permit is required, obtain it before beginning work. 

All work center fire extinguishers will be checked monthly. 

Dress: 

All Transystems employees should dress appropriately for their jobs. Dress, including footwear, must 

comply with all governmental regulations. 

Shirts must have sleeves of at least four inches from the shoulder. Shirts must extend below the waist. 

Pants must extend to the ankle. 

Shoes with leather or other soles that do not provide good traction, when walking, standing, and using pedal 

controls, must not be worn while on duty. 

Clothing that is so loose as to cause a safety hazard is inappropriate. 

Employees who wear suggestive, offensive, or inappropriate clothing will be asked to leave work and not 

return until they are suitably clothed. 

During cold weather, employees should have with them appropriate clothing to stay warm in the event 

of a vehicle breakdown. 

Bad Weather Shutdown: 

Transystems operations involve driving in adverse weather conditions. Professional drivers are expected to 

possess the skills and judgment to safely operate under these conditions. When road and/or weather 

conditions are unsafe, we will not continue operations. 

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Bad weather shutdown procedures: 

Project Managers will shut down the entire crew when conditions dictate, and the decision is made that it is 

unsafe to drive. Trainees may contact their supervisor if they don’t feel comfortable driving under poor 

weather conditions. Trainees will be assigned additional training if it is deemed necessary. 

When a driver does not feel safe on the highway because of road conditions or weather, the driver may shut 

down. Notify your manager before shutting down. In the event that it is not safe to return to the plant, the 

driver should park at the first safe place. This may be at the piling sites or in small towns en-route. Notify 

your Project Manager of the extreme conditions and wait for his/her approval to resume operations after the 

weather has cleared. If caught in a location where communications are not available, use your best judgment 

on the weather conditions and do not resume driving until safety has improved. Proceed to the nearest 

location with a phone and contact the Project Manager for further instructions. Drivers will normally be 

compensated for the down time provided they have followed the provisions of this policy. Consult the hours 

of service policy statement to determine driver eligibility for driving time extension under certain bad 

weather shutdown situations. 

Drivers will not be reprimanded for shutting down because of bad weather or road conditions. However, if a 

particular driver is consistently shutting down while the others continue to run, the driver’s winter driving 

skills will be reviewed. Additional winter driving training may be conducted to improve the driver’s skill. 

Employee Safety Committees: 

Each project has an Employee safety committee. This committee helps to involve line employees in the 

creation, maintenance, and expansion of the Transystems Total Safety culture. 

The committee usually includes the Division Manager (when possible), Project Manager, Division 

Safety Manager, Maintenance Manager, a mechanic, a loader operator, and two drivers from each shift. 

Meetings are held periodically to discuss safety problems and concerns of the project. 

Safety committees are an important line of communication within the project. They offer a means for 

people to express their concerns in both directions. Minutes of the meetings are taken and published. 

These minutes will include references to who is going to address the concerns that were voiced. 

Project Managers will use shift change briefings, toolbox meetings, and posted notices to advise 

employees about the time, date, and location for each meeting. If possible, a pre-determined calendar 

should be devised to establish all meetings for the coming campaign year. 

Employees are encouraged to attend safety meetings if their work schedules permit. If any employee 

has a safety related issue, idea, question, or complaint, he or she should contact the Project Manager or 

other members of the Safety Committee and advise them of the concern. If a face-to-face opportunity 

is not possible, employees may provide a simple written note asking that their issues be discussed. 

Safety committee members will ensure that all employee input receives a response either face-to-face or 

by a written comment back to the employee advising of the committee’s discussions/potential actions to 

be taken. 

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OPERATIONS 

OPERATING PROCEDURES 

This section describes general operating requirements and conditions that are applicable to all Transystems 

employees. Separate detailed attachments have been developed to advise each job classification of the 

specific requirements and conditions they will face during their work shifts. These attachments have been 

tailored for specific project locations and equipment configurations. 

TRANSFERRING TO ANOTHER TERMINAL 

When you have been assigned to a different factory be sure and obtain a Transystems THINGS YOU NEED 

TO KNOW form. This form will explain any hazards or different operating procedures that may be 

different from the other factories. 

Driver Transfers: 

If a driver changes their work reporting location, they are required to fill out a grid on the day of their 

transfer. 

JOB SPECIFIC OPERATING REQUIREMENTS 

A separate attachment is provided describing the unique operating requirements and work conditions you 

will face in your specific project. See the following attachments for more information on your particular job 

classification. 

Driver Operating Procedures 

Loader Operating Procedures 

Mechanic Operating Procedures 

LOAD SECUREMENT PROCEDURES 

Regulations Overview: 

All commodities hauled, including beets, coal, and gravel, must be loaded and equipped to prevent cargo 

from leaking, spilling, blowing, shifting or falling from the vehicle or lying on the fenders of the trailers. 

A. Securement of loaders and other equipment 

A 4-point tie-down is required when hauling loaders or other equipment. This means each corner has to have 

a separate securement device. If the vehicle articulates (moves in the center) it will need to be locked or 

extra tie downs are required. If you have any questions, please contact your Project Manager or Supervisor 

for further clarification. 

For long hauls - The driver must inspect the cargo and all loading devices 

� Within the first 5 to 20 miles of the trip 

� When the driver makes a change of duty status 

� After the vehicle has been driven for 3 hours or 150 miles, whichever comes first 

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Load Securement Regulations and Interpretation 

§ 393.130 The rules for securing heavy vehicles, equipment and machinery. 

Cargo handling 

(a) Applicability. The rules in this section apply to the transportation of heavy vehicles, equipment and 

machinery which operate on wheels or tracks, such as front end loaders, bulldozers, tractors, and 

power shovels and which individually weigh 4,536 kg (10,000 lb.) or more. Vehicles, equipment and 

machinery, lighter than 4,536 kg (10,000 lb.), may also be secured in accordance with the provisions 

of this section, with § 393.128, or in accordance with the provisions of §§ 393.100 through 393.114. 

(b) Preparation of equipment being transported. (1) Accessory equipment, such as hydraulic shovels, 

must be completely lowered and secured to the vehicle. 

� (b)(2) Articulated vehicles shall be restrained in a manner that prevents articulation while in transit. 

This means if the articulation is not locked in some manner extra straps will be needed to secure the 

movement 

(c) Securement of heavy vehicles, equipment or machinery with crawler tracks or wheels. 

(c)(1) In addition to the requirements of paragraph (b) of this section, heavy equipment or machinery 

with crawler tracks or wheels must be restrained against movement in the lateral, forward, rearward, and 

vertical direction using a minimum of four tie-downs. 

This means that each attachment point must have a means to tighten the attachment independent of all others. 

Two attachment points cannot be connected together with one securement device. Each tie-down, its 

associated connectors, or its attachment mechanisms must be designed, constructed, and maintained so the 

driver of an in-transit commercial motor vehicle can tighten them. However, this requirement does not apply 

to the use of steel strapping. 

� (c)(2) Each of the tiedowns must be affixed as close as practicable to the front and rear of the vehicle, 

or mounting points on the vehicle that have been specifically designed for that purpose. 

§ 393.114 What are the requirements for front end structures used as part of a cargo securement system? 

(a) Applicability. The rules in this section are applicable to commercial motor vehicles transporting 

articles of cargo that are in contact with the front end structure of the vehicle. The front end structure 

on these cargo-carrying vehicles must meet the performance requirements of this section. 

(b) Height and width. (1) The front end structure must extend either to a height of 4 feet above the floor 

of the vehicle or to a height at which it blocks forward movement of any item of cargo being carried 

on the vehicle, whichever is lower. 

(b)(2) The front end structure must have a width which is at least equal to the width of the vehicle or 

which blocks forward movement of any article of cargo being transported on the vehicle, whichever 

is narrower. 

900A – P12-20-07, R072312


(c) Strength. The front end structure must be capable of withstanding the following horizontal forward 

static load: 

(c)(1) For a front end structure less than 6 feet in height, a horizontal forward static load equal to 

one-half (0.5) of the weight of the articles of cargo being transported on the vehicle uniformly 

distributed over the entire portion of the front end structure that is within 4 feet above the vehicle's 

floor or that is at or below a height above the vehicle's floor at which it blocks forward movement of 

any article of the vehicle's cargo, whichever is less; or 

(c)(2) For a front end structure 6 feet in height or higher, a horizontal forward static load equal to 

four-tenths (0.4) of the weight of the articles of cargo being transported on the vehicle uniformly 

distributed over the entire front end structure. 

(d) Penetration resistance. The front end structure must be designed, constructed, and maintained so that 

it is capable of resisting penetration by any article of cargo that contacts it when the vehicle 

decelerates at a rate of 20 feet per second. The front end structure must have no aperture large enough 

to permit any article of cargo in contact with the structure to pass through it. 

(e) Substitute devices. The requirements of this section may be met by the use of devices performing the 

same functions as a front end structure, if the devices are at least as strong as, and provide protection 

against shifting articles of cargo at least equal to, a front end structure which conforms to those 

requirements. 

A front end structure is used only if the material (load) is in contact with the front end structure or 

material being hauled. When a front end structure is not being used an extra strap, referred to as a 

penalty strap, is required. A front end protector is not required when the extra strap or penalty strap is 

used. 

Examples of tie-down locations and adjustable tie-down fastening devices 

Location of Tiedowns 

900A – P12-20-07, R072312 

CFR 393.103(c)(2) 

Location of Tiedowns 

should be secured as 

close to the front and 

rear as practical 

Adjustability 

CFR 393.112 

All tiedowns must 

be adjustable


Preparing to Transport 

Required Equipment: 

1. Tractor and transport trailer 

2. Pony motor for hydraulic lift 

3. Signage for “Oversize Load” 

4. Flags 

5. Stack Cover 

6. Chock Blocks for both the transport and equipment being transported. 

7. Wood Blocks 

8. Salt as needed 

9. Tie down chains with slack adjusters (keep lubricant in supply kit). Ensure the chains and slack 

adjusters are high test chains to match the weight of loader. 

10. Tool box for tools needed to secure or adjust equipment or devices 

11. Safety equipment for operator (Vest, hard hat, safety glasses, gloves) 

Travel Route Planning: 

Planning your trip will save you time and prevent citations. Prior to departing the yard, ensure that 

you have all your permits and have planned your travel route on the map. Also plan an alternate route 

for detours or the unexpected situations. Note any height restricted bridges, trees or power lines that 

could cause you problems on your travel route. Limitations may be different from state to state and 

county to county. 

900A – P12-20-07, R072312 

� Know the height of your cargo or equipment 

� Know the width 

� Know the weight 

� Know the length 

� Know the axle spread 

450 Komatsu Loader 500 Komatsu Loader 

*Weight 58,000 Lbs. *Weight 78,000 Lbs 

*Height 14 Ft. 1 inch *Height 15 Ft. 2 inches 

*Width 10 Ft. 6 inches *Width 11 Ft. 

* May vary depending on location 

Loading Procedures: 

Always ensure you have accomplished a thorough pre-trip of the transport equipment before you 

depart for the loading assignment or load the equipment. 

Things to consider: 

� What type of weather and ground conditions will you have to deal with? 

o Temperature, Wind, Snow, Fog, Ice, Mud and Rain. 

� Do you have a plan on how and where to place your trailer for loading? 

o Consider slopes, hills, and uneven ground conditions. 

� Have your chosen a safe and easy way in and out of the area (road or piling ground)? 

� Ensure you unhook your trailer straight to aid in equipment placement and loading.


� On soft ground use blocks under the foot of the ram to keep it from going into the ground while 

unhooking or hooking up. 

� The tractor air bags will assist in lifting up or down while unhooking or hooking up the trailer. 

Using the air bags helps to keep from lifting the trailer too high, releasing the stabilizing blocks. 

The ram is stronger and more stable if it is not extended to its maximum height. 

Preparing the Loader or Equipment for Transport: 

� Check the Loader’s or Equipment’s overall appearance for damage or problems. 

� Check the bucket to ensure it is empty and clean. 

� Remove any equipment that could fly off during transport such as: 

o Tow rope 

o Antennas (lower or remove) 

o Trash 

o Scrapers, shovels, grease guns or tubes of grease 

o Ensure all pins and side panels are secure 

o Check for any fluid leaks, and repair before transporting 

o Check fire extinguisher for securement 

Loading Equipment: (450 Komatsu Loader) 

Placement of equipment on the trailer: 

� After unhooking the tractor from the trailer, move the tractor and goose neck away from the 

trailer to a safe area. 

� Start the loader and let it warm up, especially if it is cold. 

� Sound your horn prior to moving the loader to let people know you are getting ready to move the 

unit. 

� Always check for personnel and low power lines above the loader and trailer before moving it. 

� After the engine has warmed up, ease the loader around so it is square with the trailer. 

� Center the loader about 50 feet in front of the trailer. 

� Raise the bucket, allowing you to use the center ram for a line up point for the center of the 

trailer. 

� Use first gear to load the unit onto the trailer. 

� Slowly move toward the trailer, lining up the front wheels and the back wheels of the loader. 

When your front tires touch the trailer, ease onto the trailer. You may notice the loader shifting 

one way or the other. Steer the opposite of the lean, slightly correcting and centering your tires. 

If you go too far to one side, back up and re-align the loader. When the second set of tires comes 

to the trailer, they may lose traction on slick ground. Loss of traction may cause the loader to 

shift sideways. You may need to back off and completely re-align the loader, starting this process 

over. 

� Position the 450 loader up to the back ramps. The loader should then be backed up one to two 

feet, positioning it for a four point tie-down. This distance may vary on different types of trailers. 

Helpful Hints: 

� Use blocks or ramps while loading 

� Roll the back set of tires using a slight amount of acceleration to get them onto the trailer 

� After the loader is on the trailer, check your alignment. Put the loader in neutral and set the 

parking brake. Step out, holding the railing bars on the loader to check how far your tires are 

900A – P12-20-07, R072312


from each side of the trailer. Slow and small turning maneuvers will help you place the loader in 

hauling position. 

Note: Loading off-center to the driver’s side about one inch will help put a little more weight towards 

the inside of the roadway while transporting. This practice is beneficial on slanted roadways or near 

ditches. 

Realigning the Loader: 

� The 450 Loader can be moved around on the deck carefully to realign to the center. 

� A pair of wooden blocks placed at the front outside corners under the trailer will keep the trailer 

from twisting and lifting up on its side. If the loader is backed off the trailer a little off-center, the 

trailer may twist and lift up on one side, possibly causing damage to the trailer or causing the 

loader to tip. 

� Caution: It is NOT advised to try realigning with the 500 Loader. 

Safety tips when loading on a slick surface: 

� After unhooking the trailer, spread salt or salt sand in front of the trailer, behind the loader’s rear 

wheels and along the wheel tracking area. 

� Also spread sand where you may have to walk to prevent a fall. 

� Ensure the transport wheels are chocked to prevent movement while loading. 

� The use of blocks or ramps will assist in the loading of the loader or equipment onto the trailer. 

� CAUTION: Cold weather may cause a slick loading surface. The use of salt on the trailer bed 

will ensure the unit will not slide. 

Connecting the securement chains: 

� Make sure the bucket is the full down, locked position. 

� The chains at the back of the loader should be pulled down just behind the back tires, so they pull 

outward and rearward of the loader. 

� Crossing the chains in the front, pulling them in opposite directions, secures the loader from 

rolling forward or backward. It also secures it from sliding sideways. 

� Reminder: Ensure you check the chains to be sure they are hooked properly and there is no twist 

in the links before tightening them. 

� There is a transport bar on the loader located in the center swivel on the entering side of the 

loader. This should be connected and pinned. 

� The loader bucket should be blocked so it does not rub on the wheels during transport. (How this 

is done may vary with different trailer models). 

� After you have lifted the trailer into a level hauling position, you should tighten the chains for 

travel. 

� All chains should be checked within five to twenty miles after leaving your loading point, 

ensuring the unit is secure. 

� After the initial check, check the securement of the load every two hours or if you observe one of 

the chains becoming loose through your mirrors. Stop immediately and tighten all chains. 

Loading Equipment: (500 Komatsu Loader) 

Process: 

900A – P12-20-07, R072312


� Except for the addition of side stabilizer boards, the procedure is the same as that for the 450 

Komatsu Loader. These boards will keep the loader secure and keep it from swaying too much one 

way or the other. 

� The side boards should stick out about one inch on each side of the tires, and be as close to level with 

the deck as possible or higher. 

� Use the side stabilizer boards to help center the loader on the deck. 

Note: Installing angle iron around the boards has proved beneficial for support, adding strength and 

durability. 

Travel Tips: 

� Always drive defensively and be courteous while transporting equipment. Travel in the center of 

the lane and stay on the pavement. Always stay away from the shoulders when possible. 

Shoulders may break down or give way, pulling your unit into the ditch or high centering your 

trailer. 

� If an area looks too narrow for an on-coming or passing vehicle, slow down and pull over or stop, 

letting traffic clear. 

� Look ahead for intersections and other traffic. If turning at a country road intersection be sure 

you have room to make the turn. If not, allow time for other vehicles to clear the intersection 

first, before attempting the turn. 

Safety Tips for the Trip: 

� Always have a different route or plan in case of detours or accidents. 

� Always be cautious of overhead power lines. 

� Always pay attention to bridge heights, street lights, trees and phone lines. 

Securement of bulk cargo 

Bulk cargo securement procedures should assure that cargo is not discharged while in transit. 

1. Dense, heavy cargo, such as gravel, is subject to three types of unintentional discharge. 

a. Gates on bottom discharge trailers are not properly adjusted allowing cargo to be released in 

transit. Precautions: assure that all gates seal completely and that gates are secured so that they 

may not open prior to being activated at the unloading site. 

b. Improperly loaded cargo such as sugar beets and gravel may rest on fenders or steps and be 

dislodged in transit. Inspect all surfaces for lose cargo. Dislodge that cargo before leaving the 

loading site. 

c. Accidental bulk discharge through gates. This is rare, but it is possible for gates to open 

unexpectedly. Ensure that the cover over the gate activation switch is closed and secure. 

2. Lightweight bulky cargo such as sugar beets. 

a. All trailers. Accidental bulk discharge through bottom or side gates. This is rare, but it is 

possible for gates to open unexpectedly. Ensure that the cover over the gate activation switch is 

closed and secure. 

b. Cargo loaded above the tops of trailer rails usually dislodges and drops to the ground at the 

loading site. In some cases, this cargo falls onto and remains on flat surfaces such as fenders or 

steps. Pull into the safe area at the loading site and inspect for loose cargo. Dislodge any 

material that has not dropped off the trailer between the loading site and the safe area. 

900A – P12-20-07, R072312


3. All shipments: inspect cargo after 3 hours or 150 miles, whichever comes first. If you need to stop 

and dismount for another reason, use that opportunity to inspect the cargo for risk of discharge. 

YARD OPERATIONS 

The yard facilities of our customers are extremely busy and congested areas. Special caution must be taken 

by all employees to avoid injury or involvement in an accident with heavy equipment and others conducting 

yard operations or transiting through the area. When working or transiting in the yard, always keep the 

following mind: 

� Danger in the yard… Drive defensively and always give the right-of-way. The yards are extremely 

congested with trucks, cars, trains, heavy-equipment and even foot traffic. This is especially true 

during the beet harvest and production surge periods for the mines. Remember, the drivers you are 

sharing the yard with may not be as professional driver as you. 

� Parking… Take special precautions when parking in the yard. Properly secure brakes. There is no 

excuse for roll-a-ways. Do not park in front of the shop or obstruct visibility. Be selective when 

parking, look over the situation and determine if your parking there will cause a hazard. 

� Visibility… If near an active loading area, the loader operator needs to be able to see you at all 

times. The loader operator is in charge of the yard radio communication at all times. 

� Driving Obstacles… Drive the posted speed limit and slow down for obstacles. The yards are full of 

obstacles, which include railroad tracks, potholes, mud-puddles, ditches and many more. 

� Line Trucks have priority. When hauling yard beets and a line truck comes in, it has priority to dump. 

On occasions, line trucks will not be given priority. Your supervisor will notify you on a case-by-case 

basis. 

� Keep your unit clean… Take pride in your unit and keep it clean. When you are sitting and waiting is 

a good time to clean the windows or inside of your truck or loader. 

� High Center of Gravity… The self-unloading trailers have a higher center of gravity than the sidedump 

trailers. This means that you will have to watch your cornering more closely making sure that 

you square your corners. Also, be careful not to get into soft areas of the piling sites or areas close to 

ditches. You don’t want to lay the trailer over because of inattention. 

� Backing… Always, get out and look before backing. Control of your vehicle is your responsibility 

and backing losses are always preventable. 

� Yard speed limits are as posted. 

The yards can be dangerous...drive and work defensively. 

SUGAR BEET SKIP/WET HOPPER SAFETY 

When approaching a skip or wet hopper, be aware of other activity in the area and use caution. There are 

many people working in the plant yard, which creates a lot of foot-traffic, small vehicle traffic and heavyequipment 

traffic. Additionally, during cold weather there is a lot of steam and vapor coming from the plants 

and the wet hoppers. This will reduce your visibility in the plant yards and around the wet hoppers. 

All personnel will be especially watchful: 

900A – P12-20-07, R072312


� Working around the wet hopper or skip during the winter months. Hazards exist for drivers and 

operators in this area. Tripping hazards on the skip along with icy conditions caused by splashing 

water from the hopper are good examples. Personnel are cautioned to use care when dismounting 

equipment. 

� Deadman switches have been placed at the wet hopper for your safety. Do not lock one open. 

TOWING AND PUSHING 

� Never push equipment. Always tow. 

� Supervisors should be present when a vehicle is towed whenever possible. It is the driver’s 

responsibility to ensure that the vehicle does not sustain any damage as a result of towing. 

� Always use a rope when towing a truck never a cable or chain. The use of a cable or chain is 

dangerous. 

� Towing vehicle should be a wheel loader or blade. Avoid the use of crawlers, dozers, shovels or 

backhoes. These machines tend to jerk the truck being towed and cause serious damage. Never try to 

tow a truck hooking the teeth of a backhoe to the harness of the truck. The bucket will roll and crush 

the hood. 

� Stand Clear. Never allow anyone to stand near a towing operation. This can be dangerous if 

something breaks. 

When towing is commenced, the towing vehicle should pull very gently and slowly allowing the rope tension 

to assist the towed vehicle. The driver of the towed vehicle should apply only as much power as is required 

to start the vehicle moving. Avoid spinning the wheels or applying more than light throttle as this will either 

damage drive lines, transmissions and rear ends or dig the truck in deeper 

LOCK-OUT AND TAG-OUT 

General application 

Lock-out and Tag-out Procedures must be used when Transystems' personnel are working on equipment 

capable of producing injury if started or moved, the equipment must be locked out and tagged out. The lockout 

and tag-out must be done by the person working on the equipment and can only be removed by the 

person who locked and tagged out the equipment. All other personnel are prohibited from removing the lockout 

and tag-out. Contact your supervisor for specific details on Lock-Out and Tag-Out requirements at your 

project location. 

Trucks, Loaders and Other Moving Equipment 

The Transystems lock-out/tag-out ignition disabling program will be used to lock out all powered and 

moving equipment. The ignition key will be removed and replaced with the ignition disabling key and tag. 

This key and tag will not be removed by anyone other than the person that originally disabled the equipment 

and can only be removed when: 

900A – P12-20-07, R072312


� All work is completed on the equipment and it is ready to be placed back in service, or 

� The engine must be started to perform routine maintenance or inspection. (In this case the lockout/tag-out 

must be done immediately once it is no longer necessary to run the engine.) 

Stationary energized equipment: 

Any stationary equipment that is capable of becoming energized while being worked on will be locked-out 

and tagged-out before work begins. Shutting off the primary controlling circuit breaker and placing of a 

padlock with a warning tag on the circuit breaker door will do this. Only the person doing the work on the 

equipment will have a key to the padlock and is the only one allowed to remove the lock-out/tag-out. 

Examples of stationary equipment include: air compressors, waste oil burners, welders, high pressure 

washers or any other equipment permanently wired. 

Portable Energized Equipment: 

Any portable equipment that is capable of being energized while being worked on will be locked-out/taggedout 

before work begins. This will be done by installing a plug-end lock-out device with a warning tag on the 

plug-end of the electrical cord. Only the person working on the equipment is allowed to remove the lockout/tag-out 

device. All other personnel are prohibited from removing the lock-out/tag-out device. 

� Policies 

Cell phones, while on duty 

Cell phones used in a moving vehicle must be “hands free.” 

When cell phone use is permitted and encouraged: 

� While stopped in yard, piling ground, or parking lot 

When cell phone use is permitted but discouraged: 

� While moving in uncrowded areas with light traffic 

When cell phone use is not permitted: 

� In crowded areas with traffic congestion 

� Moving in harsh weather conditions or on slippery surfaces 

� Entering or leaving factories and pile grounds 

� Parked on the shoulder of a road, except in an emergency 

Texting is never permitted in a moving vehicle. 

When entering an area where cell phone use is discouraged or not permitted put down the cell phone or 

terminate the call until in an area where cell phone use is permitted. 

If accompanied by a rider, ask the rider to answer or dial calls. 

The company reserves the right to check cell phone usage for the ten minutes prior to a loss if the cell phone 

is in the possession of an employee at the time of the loss. 

Coarse and offensive language 

900A – P12-20-07, R072312


Background 

Coarse language in the workplace often is symptomatic of other problems including a hostile working 

environment, sexual harassment, lack of professionalism, and disregard of company policies and procedures. 

Harassment complaints often emanate from a work environment that tolerates coarse language. Indeed, 

Transystems has seen complaints about a hostile work environment from employees whose own language is 

foul. 

Transystems could develop a list of words that may not be used by its employees while at work, but it is 

more important establish a culture that rejects any activity at work that fosters disrespect for the company’s 

employees. 

Part of fostering that culture is encouraging employees to call out other employees who use coarse language. 

Employees should be as comfortable with pointing out other employees’ coarse language as they are pointing 

out unsafe acts. 

Coarse language can be controlled. 

Coarse language often is a substitute for careful speech. Usually coarse language does not mean anything. 

Consider this remark: “That f------ fuel pump is broken again.” That sentence is not clearer than: “It bugs me 

that the fuel pump is broken again.” 

The person who adds “f------” to the sentence demonstrates ignorance and disrespect for others. An 

intelligent person usually does not say anything more than necessary to make a point. 

For many people coarse language is just a bad habit. A person who habitually uses coarse language may not 

be in full self-control. 

Coarse language is not productive in that it does not enhance communication. It has been said that coarse 

language is a sign of a lazy mind. 

Coarse language includes any offensive language. 

Policy 

Transystems does not tolerate the use of coarse, foul, vulgar, or offensive language in its workplaces. 

Q. Why does Transystems emphasize the elimination of coarse language in the workplace? 

A. Coarse language diminishes the people who use it and the people who hear it. 

Q. How do I respond to this statement? “Hey. This is a trucking company. Expect to hear the ‘f-word’ and 

the ‘s-word’. This is not a bank or a doctor’s office. If you don’t like it, get another job.” 

900A – P12-20-07, R072312


A. Transystems people should be just as professional as people in other industries. A person with a poor 

attitude about the company’s policy on coarse language probably has the same contempt for Transystems’ 

safety, operations, and other policies. 

Q. If I hit my finger and say “Oh shit” am I going to be fired? 

A. No, but if you keep hitting your finger and saying “Oh shit” you may be fired because you are both unsafe 

and unprofessional. 

Q. Why do you use a word like “shit” in the explanation of this policy? 

A. Some people may not understand the term “coarse language”, but almost everybody will recognize the 

word “shit” as an example of coarse language. 

Q. Can Transystems provide a list of the words that may not be used in the workplace? 

A. Not a comprehensive list. There are entire dictionaries of vulgar and coarse words. Many ordinary words 

may be used out of context to be offensive. 

Confidentiality 

Employment with Transystems assumes an obligation to maintain confidentiality, even after the termination 

of employment. Any information about the business operations of Transystems and any related businesses is 

confidential. Such information includes, but is not limited to, customer lists, costs and expenses, operating 

procedures and employment information and policies. 

Such information is the property of Transystems and not any employee of Transystems. Such information, 

compiled in any form, is not to be removed from the premises of Transystems. No person, other than an 

employee of Transystems who needs access to the information in connection with her or his duties, is 

allowed to see, examine or copy any such information. 

Any violation of confidentiality seriously injures Transystems. Employees must not discuss Company 

business with anyone who is not employed by Transystems. Information about the Company should not be 

discussed with employees of Transystems who do not have a need for the information in connection with 

their work. 

Employees should develop personal discipline to avoid discussing Company business except in connection 

with their work for Transystems. 

The Company’s electronic mail system is the property of Transystems. No person using the system has any 

confidentiality, privacy or property rights in any information sent, received or stored by the system. 

Disclosure of confidential information could lead to termination of employment. 

Confidentiality obligations survive termination of employment. 

900A – P12-20-07, R072312


Discipline 

It is Transystems policy to treat all employees with fairness and respect. We reserve the right to take 

appropriate disciplinary action against employees for poor work performance, willful violations of company 

policy, and failures to comply with state and federal regulations affecting the safe operations of our 

equipment and vehicles. 

The employee Standards of Performance and Policies sections of this handbook lists the minimum standards 

of performance expected of you as an employee of Transystems. Please be sure that you understand and 

abide by them so that discipline will not become necessary. 

Preventable Losses: For preventable losses, a separate schedule of corrective disciplinary actions has been 

developed. This schedule is based on incident severity and number of previous preventable events an 

employee has been involved with in the recent past. Project Managers will advise employees involved in a 

preventable loss of disciplinary actions that may/will be taken against them and provide further information 

on additional, more strict actions that will be imposed if the employees performance fails to improve or 

additional losses occur 

Safety and Traffic Violations: 

Violations of safety policy and traffic laws will be strictly dealt with. Transystems safety policies have been 

developed to ensure your safety, the safety of your fellow employees, safety of the general public and the 

continued health of the company. Before returning to duty drivers must notify supervisors of ant traffic 

citation received since the most recent shift on duty. This policy applies to citations received in any motor 

vehicle, not just commercial motor vehicles. All employees and managers are responsible to ensure that 

he/she abides by the policies and that fellow employees do likewise. Safety infractions have the potential of 

the risk to human life and an extreme financial risk to the company; they will be dealt with more strictly than 

other types of policy infractions. 

Additional areas that may be addressed through the discipline process include but are not limited to: 

� Insubordination and/or general attitude towards the job or fellow employees 

� Loss involvement 

� Safety and traffic violations 

� Equipment abuse 

� Customer relations problems 

� Failure to report for a scheduled shift or tardiness in reporting 

� Failure to comply with established operating procedures or policies 

� Dishonesty or theft of company or customer property 

900A – P12-20-07, R072312


Remember, work related problems are best dealt with at the local level. It is important for you to 

communicate with your manager if you have a job related problem. It is only through good communications 

with your manager that you will be able to solve the problem. 

Although we can't overemphasize the importance of working with your manager, we also realize that there 

are cases where a problem can't be resolved at the local/divisional level. We ask that you contact the 

president of Transystems or the company ombudsman at our Great Falls Service Center for assistance. 

Drugs and Alcohol 

The federal government recognizes the serious impact of drug use and alcohol abuse. The Federal Motor 

Carrier Safety Administration (FMCSA) has issued regulations, which require the company to implement an 

alcohol and controlled substances testing program. 

The FMCSA regulations establish programs designed to help prevent accidents and injuries resulting from 

the misuse of alcohol or use of controlled substances by drivers of commercial motor vehicles. 

Transystems has implemented a parallel program for all company employees who work in safety-sensitive 

positions not under the direct jurisdiction of the FMCSA. In addition, Transystems may conduct testing 

beyond the requirements of the FMCSA on employees who are not covered under Section § 382 of the 

Federal Motor Carriers Safety Regulations. This expanded testing program is a requirement of Transystems 

and is not represented as being conducted under Section § 382 of the Federal Motor Carriers Safety 

Regulations. 

Each covered employee is responsible for complying with the requirements of this policy. The covered 

employee may not use, possess, abuse, or have the present in the body alcohol or any controlled substance in 

excess of established thresholds while on duty. The covered employee may not use alcohol within four 

hours before reporting for duty. 

Transystems prohibits the use, sale, purchase, transfer, possession, or presence in one's body of any 

controlled substance (except medically prescribed drugs) by any covered employee while on company 

premises, engaged in company business, operating company equipment, or while under the authority of 

Transystems. 

The company retains the sole right to change, amend, or modify any term or provision of this policy without 

notice. 

This policy applies to all covered employees even though references to federal regulations may apply only to 

employees subject to the jurisdiction of the FMCSA. 

Alcohol Prohibitions 

Part 382, Subpart B, prohibits any alcohol misuse that could affect performance of safety-sensitive functions. 

This alcohol prohibition includes: 

� Use while performing safety-sensitive functions; 

� Use during the 4 hours before performing safety-sensitive functions; 

� Reporting for duty or remaining on duty with an blood alcohol concentration of 0.04 or greater; 

� Use of alcohol for up to 8 hours following an accident or until the covered employee undergoes a 

900A – P12-20-07, R072312


post-accident test. 

Drug Prohibitions 

Part 382, Subpart B, prohibits any drug use that could affect the performance of safety-sensitive functions. 

This drug prohibition includes: 

� Use of any drug, except when administered to a covered employee by, or under the instructions of, a 

licensed medical practitioner, who has advised the covered employee that the substance will not 

affect the covered employee's ability to operate safely a commercial motor vehicle or other 

equipment. 

� Testing positive for drugs or refusing a required test. 

� All covered employees must inform the Project Manager or Division Safety Manager of any 

therapeutic drug use prior to performing a safety-sensitive function. The company may require 

evidence from a health care professional which describes the effects such medications may have on 

the covered employee's ability to work safely. 

Previous Employer Alcohol and Drug Testing Information 

Under FMCSA rules, Transystems is required to request alcohol and drug testing information on covered 

employees from previous employers for a period of three years prior to the application for employment. 

� The covered employee must provide written consent to Transystems to obtain drug and alcohol 

testing information from previous employers. 

� If a covered employee does not provide written consent, Transystems may not permit the covered 

employee to operate a commercial motor vehicle or conduct other safety sensitive functions. In 

addition to previous employer information, Transystems may obtain drug and alcohol testing 

information directly from the covered employee, providing the documents are verified as true and 

accurate. 

� If Transystems learns from a previous employer that a covered employee has tested positive for 

drugs, had an alcohol test result of 0.04 or greater, or has refused to be tested, the covered employee 

may not be used to perform safety sensitive functions until proof is given that the covered employee 

has met the return-to-duty requirements described in FMCSA regulations. 

� A complete description of covered employees’ rights to review and contest responses to previous 

employment checks is available in a separate memorandum. 

DRUG & ALCOHOL TESTING PROGRAM SUMMARY DESCRIPTION 

Covered Employees: The testing program applies to all covered and prospective employees required to hold 

a CDL and to other employees in and applicants for safety sensitive positions. These positions include, but 

are not limited to, drivers, mechanics, loader operators, laborers and supervisors. 

Safety Sensitive Function: Safety-sensitive is defined by the company. 

Methods of Testing: Testing for controlled substances is by urine specimen. Alcohol testing is breath 

analysis. FMCSA rules concerning collection of specimens, custody, and substance thresholds apply to this 

program. 

Program Administration: The testing, medical review and employee assistance parts of the program are 

administered by a program administrator. The current administrator is Global Safety Services of Grand 

900A – P12-20-07, R072312


Forks, North Dakota. The program administrator uses local clinics and hospitals to collect urine samples and 

to perform breath analysis. The company also administers breath analysis. 

Frequency of Testing: Testing for controlled substances is conducted before employment, on a random 

basis during employment, after certain accidents, upon reasonable suspicion, and as a follow-up for a 

positive screen. Testing for alcohol is conducted on a random basis during employment, after certain 

accidents, upon reasonable suspicion and as a follow-up for a positive screen. 

Pre-Employment Testing: Prior to reporting for work every potential employee is required to test negative 

for controlled substances. A confirmed positive test result will disqualify that person from employment. 

Persons previously tested by Transystems and who return to employment after an absence of less than 30 

days since date of termination may not be subject to pre-employment testing. 

Random Testing: Every covered employee is subject to the random testing program. The program 

administrator provides the list of individuals to be tested each month. Transystems will notify the randomly 

selected employees for scheduling of tests. 

Post-Accident Testing: Every covered employee who is involved in a recordable accident in which there is a 

loss of a human life or the employee is cited must provide a urine sample and a breath sample in accordance 

with the collection procedures of the testing program administrator. The urine sample must be provided as 

soon as possible following the accident but in no event later than 32 hours thereafter. The alcohol sample 

must be provided as soon as possible following the accident but in no event later than 8 hours thereafter. A 

recordable accident is one that results in the death of a human being, bodily injury to a person requiring 

immediate medical treatment away from the scene of the accident, or disabling damage to a vehicle requiring 

it to be towed from the scene. 

Transystems may require a post accident testing which goes beyond the requirements of § 382 of the Federal 

Motor Carrier Safety Regulations. This expanded testing is conducted under Transystems policy and is not 

represented as being conducted under § 382 of the Federal Motor Carrier Safety Regulations. 

Reasonable Suspicion Testing: Any covered employee will be required to submit to testing whenever 

supervisory personnel have reasonable suspicion to believe that the employee may have used a controlled 

substance or alcohol. Under FMCSA rules, only a single supervisor is required to initiate actions to 

accomplish reasonable suspicion testing. In the event of testing upon reasonable suspicion, the supervisor 

and witness (if available) prepare and sign a statement of conduct observed within 24 hours of the observed 

behavior or before test results are released, whichever occurs sooner. Supervisors are trained in the 

observance of behavior related to the use of controlled substances and alcohol. 

Prohibited Conduct: The following conduct is prohibited for all employees: 

1) Reporting for duty, being on duty or immediately after leaving duty having blood alcohol content 

(BAC) of 0.04 or greater. (BAC of 0.02 to 0.039 will result in the employee being immediately 

suspended for at least 24 hours.) 

2) Possession any form or amount of alcohol or alcoholic beverage while on duty. 

3) Consumption any alcohol while on duty. 

4) Consumption of any alcohol within 4 hours of reporting for duty. 

5) Consumption any alcohol within 8 hours following an accident that requires post-accident testing. 

6) Refusal to submit to any testing required under the program. 

900A – P12-20-07, R072312


7) Testing positive for any controlled substance as defined by the FMCSA. 

Refusal Submission: According to Sec. 382.211, a covered employee may not refuse to submit to a postaccident, 

random, reasonable suspicion, or follow-up alcohol or controlled substances test required by the 

regulations. A covered employee who refuses to submit to such tests may not perform or continue to perform 

safety-sensitive functions and must be evaluated by a substance abuse professional as if the covered 

employee tested positive for drugs or failed an alcohol test. 

Refusal to submit includes failing to provide adequate breath or urine sample for alcohol or drug testing and 

any conduct that obstructs the testing process. This includes adulteration or substitution of a urine sample. 

Refusal to test carries the same consequences as a positive test. 

Consequences of Employees Engaged in Prohibited Conduct: Except as noted above or as required by 

FMCSA regulations, any covered employee whose urine or breath sample tests positive for the presence of a 

controlled substance may be terminated or be suspended from employment, without pay. 

Former employees may apply for reinstatement after completion of a program of rehabilitation at a 

recognized facility for treatment of chemical dependency, alcohol dependency or controlled substance abuse 

under the direct supervision of a substance abuse professional. 

Upon completion of the treatment program and before returning to active service, the suspended employee 

must test negative for controlled substances and alcohol. The attending physician or treatment program 

director must certify that the suspended employee is capable of resuming his or her duties in a safe manner. 

Following treatment the employee must continue to participate in an after-care program for sixty months. 

Such employee will be subject to the standard testing program and, in addition, may be required to be tested 

as often as every month. 

During the first year following treatment, the employee must be tested at least 6 times. Return-to-duty and 

follow-up samples must be collected under direct observation according to §40.67(b) of the Federal Motor 

Carrier Safety Regulations. An employee who again tests positive for the use of controlled substances or 

alcohol will be discharged and will not be eligible for rehire. 

Confidentiality: The program administrator will reveal to the company only the identity of the person tested, 

the date of the test, whether the test result was negative or positive, and such other information as permitted 

by the FMCSA. Any tested person may obtain directly from the program administrator information as to the 

specific types and quantities of controlled substances or alcohol revealed by his or her test. Other 

information will be released only in accordance with FMCSA regulations. 

Medical Officer’s Review: The program administrator’s medical review officer (MRO) examines all 

positive test results before they are released. The MRO is a licensed physician with knowledge of substance 

abuse disorders. 

No positive test result will be verified by the MRO prior to consideration of alternate medical explanations 

for the result. The tested person has the opportunity to discuss any positive test before it is finally verified by 

the MRO. The MRO may order additional testing. Any additional or “split sample” testing accomplished is 

at the expense of the covered employee. Any person tested will be asked to provide information concerning 

legal use of controlled substances (including prescription drugs) when such information might explain the 

presence of a controlled substance. 

900A – P12-20-07, R072312


Questions Regarding the Program: Any questions regarding Transystems Controlled Substances and 

Alcohol Testing Program should be directed to the Division Safety Manager. 

Additional Information: Information relating to the effects of alcohol and controlled substance use on 

health, work and personal life, and the signs and symptoms of an alcohol or substance abuse problem is 

provided in the Transystems employee handbook “Drug and Alcohol Testing: Training and Awareness.” 

Employment information 

Transystems requires a signed authorization from a former employee or governmental order before releasing 

information about the former employee to third parties. In response to past employment verifications, 

Transystems releases only the former employee’s dates of employment and the position held. In the case of 

former drivers who were subject to the company’s substance testing program, Transystems also releases the 

information required by law. 

Harassment 

Transystems is committed to providing a workplace free of harassment of any type, including harassment 

based on sex, race, national origin, ancestry, age, medical condition, disability and veteran status. 

Transystems disapproves of and will not tolerate harassment of employees by managers, supervisors or coworkers. 

Transystems also will attempt to protect its employees from harassment by individuals who work 

for customers and suppliers and other non-employees in the workplace. 

Harassment includes verbal, physical and visual conduct that creates an intimidating, offensive or hostile 

working environment or that interferes with work performance. Some examples include racial slurs; ethnic 

jokes; posting or circulating offensive statements, posters or cartoons; disparaging correspondence; or similar 

conduct. Sexual harassment includes solicitation of sexual favors, unwelcome sexual advances, or other 

verbal, visual or physical conduct of a sexual nature. 

You should report any incident of harassment to your supervisor or manager. You are not required to 

complain first to your supervisor if your supervisor is the person harassing you or if you are uncomfortable 

reporting harassment to your supervisor. Reporting harassment to a member of management is more 

important than following reporting lines within Transystems’ organization. 

Employees making complaints of harassment are encouraged to do so in writing. A written statement of the 

facts surrounding a complaint of harassment will assist management in taking appropriate action. A written 

report is not mandatory. 

In addition to its regular line managers, Transystems has designated a company ombudsman to receive 

complaints of harassment from employees who may be more comfortable reporting harassment to her than to 

other managers. Please refer to your bulletin board for the name of the current company ombudsman. 

Any employee with a complaint of harassment also may contact the President of Transystems. 

The company ombudsman and the president may be reached toll-free at 1-800-548-9864. This number is 

answered 24 hours per day, seven days per week. Outside office hours calls to this number are answered by 

operators who can connect callers directly or take messages. This is not a computerized voice mail system. 

900A – P12-20-07, R072312


Managers who receive complaints or who witness incidents of harassment should immediately inform their 

Division Manager, Project Manager or the President of Transystems. 

Every complaint of harassment that is reported will be investigated thoroughly, promptly and in a manner as 

confidential as possible in the circumstances. 

Transystems will not tolerate retaliation against any employee for making a complaint of harassment or 

reporting incidents of harassment. 

In the case of Transystems employees, if harassment is established, Transystems will discipline the offender. 

Disciplinary action for violation of the Company’s policy against harassment can range from warnings up to 

and including termination. In connection with acts of harassment by employees of customers or suppliers, 

corrective action will be taken after consultation with the management of the customer or supplier. 

PLEASE REMEMBER THAT TRANSYSTEMS CANNOT DEAL WITH HARASSMENT UNLESS IT IS 

REPORTED. 

Hours-of-service policy 

Transystems is committed to strictly following the hours of service regulations. Our hours of service 

procedures will help promote safety and avoid DOT penalties. 

Department of Transportation (DOT) regulations require all motor carriers and drivers to follow the hours of 

service regulations. State laws and regulations may add restrictions to the federal regulations. 

900A – P12-20-07, R072312 

Agricultural commodities exception 

Transystems’ sugar beet hauling operations fall under the agricultural exception to standard hours of service 

regulations. This exception applies when transportation is limited to an area within a 100 air mile radius 

from the source of the commodities Transystems’ hours of service standard for agricultural operations is 

measured over a 12 day period consisting of two work periods of 4 days “on-duty” followed by 2 days “offduty”. 

A driver has the option of working on one of the scheduled off-duty days during one of the two work 

periods. If a driver works on one of those off-duty days, the driver must be off-duty for both of the 

scheduled off-duty days in the next work period. (A day on-duty is one 12-hour shift.) 

The maximum number of on-duty hours is 74 in 7 days. 

This standard policy is subject to adjustment during campaign start-up. During start-up, drivers may work 

additional hours subject to the following limitations: 

- Maximum hours are 74 in 7 days. 

- No driver may work more than 5 consecutive days 

- After 3 work periods the driver must schedule 2 consecutive off-duty days 

- Drivers must fill out the grid on the record of duty status when changing work reporting 

locations. 

Construction materials and equipment exemption 

Transystems road construction jobs fall under the construction material and equipment exception. This 

exception applies only to hours of service. It does not affect safety regulations. State laws and regulations


may add further restrictions to federal regulations making this exception inapplicable. The federal exception 

does not apply if the vehicle is carrying a placardable amount of hazardous material. 

Hours of Service Procedures (For general, non-exempt commercial driving activities) 

11-hour driving rule 

A driver may not drive for more than 11 hours following 10 consecutive hours off duty. All time spent at the 

driving controls of a commercial motor vehicle is considered driving time. Time spent on property not 

accessible to the public is considered on-duty but not driving time. 

13-hour on-duty rule 

A driver may not drive after having been on-duty for a total of 13 hours (no more than 11 of which can be 

driving). After 13 hours on-duty, a driver may not drive again until he/she has 10 consecutive hours of rest. 

Transystems allows a maximum of 13 hours on duty. 

60-hour/7-day limit 

Transystems follows the 60-hour/7-day schedule. A driver cannot drive after having been on-duty for more 

than 60 hours in any 7 consecutive days. Any consecutive 34 hours off duty will restart the 60 hour rule. 

On-duty time: 

All time from the time a driver begins to work or is required to be in readiness to work until the time he/she 

is relieved from work and all responsibility for performing work is on-duty time. Work for any entity, 

regardless of whether the employer is a carrier, is considered on-duty time. 

On-duty time includes the following: 

All time at a plant, terminal, facility, or other property, of a motor carrier or shipper, or on any public 

property, waiting to be dispatched, unless the driver has been relieved from duty by the motor carrier. 

All time inspecting, servicing, or conditioning any commercial motor vehicle at any time. 

All time driving. 

All time, other than driving time, in or upon any commercial motor vehicle except time spent resting in a 

sleeper berth. 

All time loading or unloading a commercial motor vehicle, supervising, or assisting in the loading or 

unloading, attending a commercial motor vehicle being loaded or unloaded, remaining in readiness to 

operate the commercial motor vehicle, or in giving or receiving receipts for shipments loaded or unloaded. 

All time repairing, obtaining assistance, or remaining in attendance upon a disabled commercial motor 

vehicle. 

900A – P12-20-07, R072312


All time spent providing a breath sample or urine specimen, including travel time to and from the collection 

site, in order to comply with alcohol and drug testing requirements. 

Self reporting on duty time 

Drivers are responsible for reporting the following on a driver’s data sheet: 

Performing any other work in the capacity, employ or service of a motor carrier. 

Performing any compensated work for a person who is not a motor carrier. 

100 Air-Mile Radius 

A driver is not required to make out a grid if the following criteria are met: 

The driver operates within a 100-air-mile radius of the normal work reporting location 

The driver returns to his/her work reporting location and is released from work within 12 consecutive 

hours 

At least 10 consecutive hours off duty separate each 12 hours on duty 

The driver does not drive more than 11 hours following 10 hours off duty 

Transystems maintains the driver's time records for 6 months showing: (1) the time the driver reports for 

duty each day, (2) the time the driver is released from duty each day, (3) the total number of hours the driver 

is on duty each day, and (4) the total time for the preceding 7 days for drivers used the first time or 

intermittently. 

If any of these exceptions does not apply a grid is to be filled out completely. 

Adverse Driving Conditions 

A driver who encounters adverse driving conditions and, because of those conditions, cannot safely complete 

his/her run within the 11-hour maximum driving time may drive for an additional 2 hours to complete the 

run. The extra driving time does not apply in all states. 

Adverse driving conditions mean snow, sleet, fog, or unusual road and traffic conditions, which were not 

apparent to the person dispatching the run at the time it started. 

A driver may not drive for more than 13 hours following 10 consecutive hours off duty. 

Adverse driving conditions do not include loading or unloading delays or conditions that were apparent 

before the run was dispatched. 

Hours-of-service compliance is a team effort. Each driver has the responsibility to track his/her hours and 

notify his/her supervisor if sufficient hours-of-service are available. A driver knows better than anyone how 

many hours he/she has available. 

900A – P12-20-07, R072312


Managers and supervisors have a daily list showing them how many hours each driver has available. The 

supervisors will use this list to dispatch drivers, ensuring that only drivers with hours available are 

dispatched. 

Transystems audits hours-of-service records to ensure compliance with Department of Transportation or 

Transystems’ hours-of-service regulations. 

Leaves of Absence 

Bone marrow donation 

Paid leave of up to forty hours per year will be granted to full-time (20 or more hours per week) employees 

for the purpose of donating bone marrow. 

School conferences 

Unpaid leave up to sixteen hours per year is available to parents for the purpose of attending school 

conferences for students in grades kindergarten through 12. The employee may be required to provide 

evidence of attendance at such conferences. 

Family and Medical 

This policy outlines the conditions under which an employee may take time off without pay for a limited 

period with job protection and no loss of accumulated service provided the employee returns to work. 

I. Definitions 

A family and/or medical leave of absence is an approved absence available to eligible employees for up to 

twelve weeks of unpaid leave per year or four months in 24 months, whichever is greater, under particular 

circumstances that are critical to the life of the family. Leave may be taken: upon the birth of the employee’s 

child; upon placement of a child with the employee for adoption or foster care; when an employee is needed 

to care for a child, spouse, or parent who has a serious health condition; or when the employee is unable to 

perform the functions of his or her position because of a serious health condition. 

For purposes of this policy the term “child” means a biological, adopted, or foster child; a stepchild; or 

stepchild of a person living in loco parentis when the child is either (1) under 18 years of age or (2) an adult 

dependent child. 

II. Scope 

The provisions of this policy apply to all family and medical leaves of absence except to the extent that such 

leaves are covered under other benefit policies for any part of the unpaid leave to which the employee may 

be entitled under this policy. If an employee is entitled to paid leave under another policy (for example, 

vacation pay) the employee must take the paid leave first. 

III. Eligibility 

900A – P12-20-07, R072312


In order to be eligible for leave under this policy an employee must have been employed for at least twelve 

months in total and must have worked at least 1,250 hours during the twelve month period preceding 

commencement of the leave. 

Exception: if an employee on leave is a salaried employee and is among the highest paid ten per cent of 

employees within seventy-five miles of her or his regular reporting place and keeping the position open for 

the employee would result in substantial economic injury to the Company, reinstatement of the employee on 

leave may be denied. 

IV. Basic regulations and conditions of leave 

1. The Company will require medical certification to support a claim for leave for an employee’s own 

serious health condition or to care for a seriously ill child, spouse or parent. For the employee’s own medical 

leave the certification must include a statement that the employee is unable to perform the functions of his or 

her position. For leave to care for a seriously ill child, parent or spouse, the certification must contain an 

estimate of the time the employee is needed to provide care. In its discretion, the Company may require a 

second medical opinion and periodic re-certification at its own expense. If the first and second medical 

opinions differ, the Company, at its own expense, may require the binding opinion of a third health care 

provider appointed jointly by the Company and the employee. 

2. If medically necessary for the serious health condition of the employee or her or his spouse, child or 

parent, leave may be taken on an intermittent or reduced leave schedule. If leave is requested on this basis, 

however, the Company may require the employee to transfer temporarily to an alternate position which 

better accommodates recurring periods of absence or a part-time schedule, provided the position has 

equivalent pay and benefits. 

3. Spouses who are both employed by the Company are entitled to a total of twelve weeks (or four months in 

24 month) of leave for the birth or adoption of a child or for the care of a seriously ill parent or child. 

V. Notification and reporting requirements 

When the need for leave is foreseeable, such as the birth or adoption of a child or planned medical treatment, 

the employee must provide reasonable prior notice and make efforts to schedule leave so as not to disrupt 

Company operations. In cases of illness, the employee is required to report periodically on his or her leave 

status and intention to return to work. 

VI. Status of employee during leave of absence 

1. Any employee who is granted an approved leave of absence under this policy is advised to provide for the 

retention of her or his health coverage by arranging to pay any contributions which may come due during the 

period of unpaid absence. 

2. In the event an employee elects not to return to work upon completion of an approved unpaid leave of 

absence, the Company may recover from the employee the cost of any payments made to maintain the 

employee’s benefit coverage, unless failure to return to work is for reasons beyond the employee’s control. 

Benefit entitlement based upon length of service will be calculated as of the last paid work day prior to the 

commencement of the unpaid leave of absence. 

900A – P12-20-07, R072312


VII. Procedures 

A request for a family or medical leave of absence must be originated by the employee and submitted to his 

or her immediate supervisor. If possible, the request should be submitted at least thirty days in advance of 

the date on which the leave is requested to commence. 

All requests for leave under this policy must include the following information, where applicable: 

a. the date on which the serious health condition commenced; 

b. the probable duration of the condition; 

c. appropriate medical facts within the knowledge of the health care provider concerning the 

condition. 

In addition, for purposes of leave to care for a child, spouse or parent, the certificate should give an estimate 

of the amount of time that the employee is needed to provide such care. For purposes of an employee’s 

illness, the certificate must state that the employee is unable to perform the functions of his or her position. 

In the case of certification for intermittent leave or leave on a reduced schedule for planned medical 

treatment, the date on which such treatment is expected to be given and the duration of such treatment must 

be stated. 

Military Service 

Employees who are called to or volunteer for active military service are allowed leaves of absence of the 

frequency and of the length required to fulfill the employees military obligations. 

Transystems requests that employees give the Company as much notice of military service as possible. The 

Company understands that in some circumstances very little notice will be available to an employee. 

Employees returning from active duty will be reinstated to the positions they held prior to leaving for 

service. Veterans must notify the Company of their intent to return to work within 14 days after separation 

for leaves of one to six months or 90 days for leaves of more than six months. 

During their absence employees in military service will continue to accrue time toward eligibility for 

benefits. For example, an employee on leave for military service will accrue time for eligibility to enroll in 

the Company-sponsored medical, dental, and 401(k) retirement plans upon return to active employment with 

the Company. The hour bank account balances of employees on military leaves of absence will not be 

reduced if an employee discontinues participation during military service. Employees on leave for military 

service if they elect to receive any accrued pay (e.g. accrued vacation) will have those hours credited to the 

employee’s hour bank account balance. Similarly, if an employee on military leave elects to continue 

coverage under the medical or dental plans, the appropriate number of hours will be credited for 

contributions paid. 

Transystems has agreed that employees who are enrolled in the medical and/or dental plans may continue 

that coverage at the employee rate during their leave for military service. (Normally coverage would be 

available at the higher continuation rate.) 

900A – P12-20-07, R072312


Employees on active service may be entitled to health benefits under military plans and may want to review 

those options so that they do not pay for duplicate coverage. 

This statement is only a summary of policies relating to active military service. If you have any specific 

questions concerning your situation, please contact your manager. 

No Riders 

No riders are allowed in Transystems vehicles. Riders include persons who are not Transystems employees 

and employees who are not specifically authorized by a supervisor to be in a Company vehicle. In 

emergency situations or with the prior, express approval of a supervisor, riders may be allowed. 

Company vehicles include power units, loaders, other heavy equipment, service trucks and other Companyowned 

vehicles. Company vehicles also include supervisors’ personal vehicles when in use on Company 

business. 

Vehicles that must be taken home by employees who are on-call should not be used for personal business. 

Personal Protective Equipment - Use Mandatory 

Employees are required to use all personal protective equipment provided to them, including seat belts. 

Any employee who is injured while at work and whose failure to use personal protective equipment 

contributes to the injury will be terminated. 

Solicitation, Distribution, and Bulletin Boards 

Employees may engage in solicitation on Company premises only during their non-working time. Nonworking 

time means time during meals or breaks and before or after work. 

Employees may distribute or circulate non-Company written materials only during non-working time and 

only in non-work areas. If an employee is not certain whether an area is a work or non-work area, he or she 

should consult his or her immediate supervisor for clarification. 

Solicitation or distribution in any way connected with the sale of any goods or services for profit is strictly 

prohibited anywhere on Company property at any time. Similarly, solicitation or distribution of literature for 

any purpose by non-employees is strictly prohibited on Company property at any time. 

The Company has bulletin boards located throughout the facility for the purpose of communicating with 

employees. Postings on these boards are limited to Company-related materials including statutory and legal 

notices, safety and disciplinary rules, Company policies, memos of general interest relating to the Company, 

local operating rules, and other items. All postings require the prior approval of the President or Division 

Manager. No postings will be permitted for any other purpose. 

Suspension of Employment 

Temporary Post Loss Suspension 

900A – P12-20-07, R072312


An employee involved in a loss may be suspended to allow for cool down and incident investigation. The 

Project Manager is responsible for determining when an employee will be suspended due to a loss and 

whether the employee will be paid during the suspension. 

Pending Resolution of a Citation 

A driver, equipment operator, or CDL mechanic cited for operating a vehicle under the influence of alcohol 

or any other controlled substance, or wanton, reckless, or dangerous acts while operating a vehicle will be 

suspended without pay from employment by the Company pending final resolution of the charges contained 

in the citation. Issuance of a temporary license to operate a motor vehicle will not affect the suspension. A 

reduction of charges in the citation to a lesser offense will not preclude the Company from taking 

disciplinary action, including termination of employment. 

Tools, employee-owned 

Subject to the conditions and limitations listed below, Transystems will replace employee-owned tools that 

are stolen or destroyed while at a Company work site: 

1. Only “full box” losses are covered. The loss of only one or a few tools is not covered. 

2. Theft must be reported to police and proven. Proof of theft need not include arrest and conviction of the 

thief. The “mysterious” disappearance of tools is not covered. 

3. Tools must be listed on a schedule provided to the Company before the theft or destruction. Transystems 

may reconcile schedule and the contents of tools boxes. 

4. If a secure area is available at the work site, losses are covered only if tools are stored in the secure area or 

are in active use. 

5. The Company will replace only those tools necessary to the employee’s work on Company equipment. 

Unnecessary or duplicate tools and those more costly than necessary for Company purposes are not covered. 

Transystems will not replace employee-owned tools if Company-owned tools are available at the work site. 

6. The total value of tools replaced will not exceed $10,000. 

Note: employees may wish to insure against theft or destruction of tools. Tools may not be covered by 

standard personal insurance if located on Company property. 

Weapons 

Employees will not bring or carry weapons while on duty or on Transystems property, including operating 

equipment. 

PAY AND BENEFITS 

Wages and Benefits 

Wages will be paid in accordance with the pay and benefits schedule for each project. 

900A – P12-20-07, R072312


Holiday Premium Pay 

Employees will be paid holiday premium pay in the following circumstances: 

1. The employee has been employed by the Company at least 90 days prior to the holiday or is 

a returning seasonal employee who worked at least 90 days in the prior season; and 

2. The employee works on the holiday; or 

3. The employee is scheduled to work on the holiday and operations are shut down on the 

holiday. 

Employees eligible for holiday premium pay will be paid for eight hours at their current rate of pay. Holidays 

covered by this policy are New Year’s Day, Easter, Memorial Day, Independence Day, Labor Day, 

Thanksgiving Day and Christmas Day. (NOTE: Employees who elect not to work on any of these holidays 

will not be paid holiday premium pay.) 

Payroll Advances 

The purpose of advances is for new and rehired employees to be able to obtain wages prior to the receipt of 

their first paycheck. Advances must be approved by the employee’s supervisor and supported by a written 

authorization from the employee to withhold the amount of the advance from the employee’s next payroll 

check. No advance will be paid before the written authorization is signed. 

The amount of the advance may not exceed the amount of the employee’s earned, but unpaid, wages. 

Supervisors are not permitted to make personal cash advances to employees. 

Pay Error 

Every effort is made to avoid errors in your paycheck. If you believe an error has been made, tell your 

manager immediately. He or she will take the necessary steps to research the problem and to assure that any 

necessary correction is made properly and promptly. Employees must advise their manager of pay errors 

within 60 days of the date of the pay error. 

Payroll Administration 

Changes in payroll administration require two weeks’ advance notice. Such changes include setting up, 

changing, or discontinuing direct deposits and changes to IRS Form W-4 (withholding). Employees also 

should allow two weeks for changes in address. 

Pay Period & Hours 

Our payroll workweek begins on Saturday at 12:01 a.m. and ends on the following Friday at 12:00 midnight. 

900A – P12-20-07, R072312


Pay Cycle 

Fiscal Pay Period / Bi-weekly: 

Payday is normally on every other Friday afternoon for services performed for the two (2) week period 

ending the previous Friday. 

Changes will be made and announced in advance whenever TSS holidays or closings interfere with the 

normal payday. 

Eligibility for Medical and Dental Benefits 

Transystems offers its eligible full-time employees an opportunity to enroll themselves and their eligible 

dependents in either or both the Associates Medical Benefit Plan and the Associates Dental Benefit Plan. 

Cost to provide these benefits is subsidized by Transystems and offered to you at a low monthly cost, 

deducted from pre-tax payroll dollars. 

Participation is voluntary. 

Summary Plan Descriptions describing the scope of benefits offered are available in Transystems local office 

for your review. 

Prior to the date you become eligible to participate in these benefit plans, you will be sent a letter advising 

you of your eligibility date and an opportunity to request an information packet regarding the benefit plans 

and the form necessary to enroll. Please be sure that the Transystems office has been provided with a 

current home mailing address. 

If you feel you are eligible for benefits and have not received enrollment information by mail, please give the 

Benefits Manager a call in Great Falls where your employment records can be researched. The toll-free 

number at Transystems Great Falls Service Center is 1-800-548-9864. 

401(k) Plan 

Transystems 401(k) Retirement Plan provides employees the opportunity to defer income tax liability on the 

percentage of income that he or she chooses to invest. 

Employees are eligible after satisfying the service requirement of 1 year of service. Participant enrollment 

into the plan will be on the January 1 st or July 1 st that coincides with or next follows the date the employee 

first satisfies the service requirement. Rehired employees may be eligible at an earlier date. Any questions 

as to actual date of eligibility should be directed to the Benefits Manager in the Great Falls office. 

An enrollment package will be available upon request from the employee. The package will include 

enrollment forms, a summary description of the plan, and information regarding the mutual funds available 

for investment. 

900A – P12-20-07, R072312


VACATION 

Seasonal employees 

Full-time seasonal employees qualify for vacation. To be considered a full-time seasonal employee one must 

(1) have worked at least 1,800 hours during the twelve months prior to December 31 and (2) be an active 

employee on that date. Only paid hours count toward determining full-time employment. Hours will be 

determined from the company’s payroll records. 

Exception: an employee who has worked at least 1,800 hours during the twelve months prior to December 

31, but who was not an active employee on December 31 due to the completion of a project or a regular 

seasonal shutdown, is considered to be a seasonal employee who qualifies for vacation pay. 

Vacation will be paid at the rate of 40 hours after one year of service, 80 hours after two consecutive years of 

service, and 120 hours after five consecutive years of service. 

An employee who misses a full campaign and does not return to full-time status by November 1 of the 

following campaign has a break in consecutive years of service. After a break in consecutive years of 

service, a returning employee will be treated as a new employee without credit for prior years of service. 

Each seasonal employee will receive credit for one year of service for each consecutive year of employment 

during which he or she actually works or is on Family and Medical Leave Act leave for at least 800 hours. 

The rate of pay for vacation time will be the rate in effect for the employee on the day on which the 

employee last worked for wages on or before December 31. 

Vacation pay accrued as of December 31 will be paid on the regular payday nearest to the subsequent 

February 15. 

Seasonal employees may not take time off with pay for vacation. Those employees will be paid for accrued 

vacation in lieu of time off. 

Non-Seasonal Employees 

Full-time, non-seasonal employees qualify for vacation. To be considered a full-time non-seasonal 

employee, one must (1) have worked at least 1,800 hours during the twelve months prior to his or her 

anniversary date and (2) be on the active employee list on that date. Only paid hours count toward 

determining full-time employment. Hours will be determined from the company’s payroll records. 

During the first year of employment, vacation for the entire twelve-month period accrues on the anniversary 

date. If employment terminates before the anniversary date, no vacation accrues. 

The amount of vacation is based on the number of consecutive years worked for Transystems. Vacation will 

be paid at the rate of 40 hours after one year of service, 80 hours after two consecutive years, and 120 hours 

after five consecutive years. Years of service for non-seasonal employees will be measured as of the 

anniversary date. Each non-seasonal employee will receive credit for one year of service for each 

consecutive year of employment during which he or she actually is actually paid for or is on Family and 

900A – P12-20-07, R072312


Medical Leave Act leave for at least 1,800 hours. After a break in service, a returning employee will be 

treated as a new employee without credit for prior years of service. 

The rate of pay for vacation time will be the rate in effect for the employee on the day on which the 

employee last worked for wages on or before his or her anniversary date. 

Non-seasonal employees will be paid for accrued, unused vacation after twelve months. For example, an 

employee who is entitled to eighty hours of vacation on his or her anniversary date and who uses only forty 

hours before his or her next anniversary date will be paid for the unused forty hours on that anniversary. 

Employees may use time-off for vacation or be paid for accrued vacation in 8 hour increments. 

Transystems encourages its employees to take time-off for vacation rather than collecting vacation pay 

without taking time-off. Employees should arrange with their supervisors to take paid time off for vacation 

at least 30 days prior to the time off. 

900A – P12-20-07, R072312

Line Employee Handbook - Transystems LLC

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