Operation Red Block is a labor-developed, company-adopted drug and alcohol prevention and interception program that emphasizes awareness, education, and prevention of alcohol/drug use through union-led prevention committees.

Operation Red Block was started in 1983 on the Union Pacific Railroad by the United Transportation Union and the Brotherhood of Locomotive Engineers based on the idea that employees have the right to a drug and alcohol-free work environment.

The goals of Red Block are:

• To promote a drug and alcohol-free work place;
• To prevent employees from reporting to work under the influence;
• To prevent substance abuse while on the job;
• To save lives and jobs in the most humanistic way;
• To outreach into the community.

Companies that have instituted Operation Red Block have found reduced alcohol and drug use/abuse in the work place, changed worker attitudes toward drug/alcohol abuse in the work place, improved safety performance, improved labor/management relations and reduced discipline and costs of discipline.

Red Block is a innovative idea that combines traditional values of union fraternalism with progressive management to enable people to help people. Workers with substance abuse problems are confronted confidentially by co-workers and rehabilitated; not punished, fired or forgotten.

The five steps that form the basis of Operation Red Block are as follows:

Step One - Policy Statement

Local organizations confirm through policy statements to members that they endorse their International's position: "We do not condone the use of alcohol or drugs while on duty."

Step Two - Prevention Committee

Participating locals form prevention committees to field complaints about members using drugs or alcohol while on duty. Committees insist that users quit and urge them to contact an Employee Assistance Counselor if they need help.

Step Three - Rule "G" Bypass Agreements

Locals ratify a Rule "G" Bypass Agreement that allows members to confront other members who use drugs and alcohol while on duty and refer them to them to the Employee Assistance Program for counseling - all without job loss, threat of punitive action or marring of personnel records. This "bypass" around normal Rule "G" discipline is afforded only one time in a career.

Step Four - Companion Agreement

Once locals have distributed their policy statements, establishing the action committees and ratified bypass agreements, the carrier places in effect the Rule "G" Bypass Agreement. This makes it possible for an employee without a previous Rule "G" violation to return to service after a probationary period provided that the employee participates in the Employee Assistance Rehabilitation or Education Program, depending upon individual needs.

Step Five - Operation Red Block

Concurrent with Steps One through Four, the UTU-sponsored information and awareness program, "Operation Red Block," described in this brochure will be conducted.

INSURANCE FOR TREATMENT OF ALCOHOLISM

Employees of railroads that were not party to the national negotiations resulting in the implementation of PEB 219 will continue to receive employee and dependent benefits under the so-called "old benefit" level of Group Policy GA-23000.

The plan covers confinement of an employee and dependents in a treatment center because of alcoholism or chemical dependency.

Other improvements in the Treatment Center Expense Benefits, effective July 1, 1984, are:

The $2,000.00 limit for the first confinement increased to $5,000 plus 80% of the charges over $5,000 up to 30 days.

Benefits for the second confinement have been increased to $3,000 plus 80% of the charges over $3,000 over 30 days.

Coverage added for approved transportation to a Treatment Center for confinement. After satisfaction of $100 deductible, the Plan pays 80% of reasonable charges up to $500 for each covered confinement.

Coverage added for out-patient treatment in a Treatment Center or licensed out-patient facility. The plan provides for two, 12-month benefit periods in a lifetime with a limit of 30 treatments for each benefit period. After satisfaction of $100 deductible for each benefit period, the plan pays 80% of covered charges up to $40 per treatment.

Under coverage provided by GA-23000, the confinement must be based on a written recommendation of the attending physician, a duly qualified alcohol rehabilitation counselor or an alcoholism paraprofessional.

If your railroad was party to the implementation of PEB 219, benefits for mental health and substance abuse will be provided through a managed care network to be administered by ValueOptions, formally known as Value Behavior Health. If you or a dependent are in need of treatment for mental health or substance abuse, you must first call the toll-free ValueOptions referral number, 1-800-934-RAIL (7245). All treatment must be precertified by ValueOptions in order to receive maximum benefits. The benefit levels are as follows:
 

In-Network

Out-of-Network (1)

None

None

None

100%

- Hospital
- Alternative Care
(Residential Treatment
Center or Partial Hospitalization/
Day Treatment)

- Hospital
- Alternative Care
(for Substance Abuse
only at a treatment center)

100%
After $15 employee
Co-payment per visit

Starting with the pioneer effort in the early 1950s, the North American rail and transit industries have instituted programs aimed at helping people with alcohol and drug problems. More are being planned.

Thousands of problem drinkers have benefited, saving their jobs and also helping the industry to curb drinking-related losses estimated at nearly $500 million annually through absenteeism, lost productivity, injuries, damages, grievances and other problems.

Because it costs more to dismiss a problem drinker that it does to rehabilitate him, a company profits from a sound Employee Assistance Program. And the benefit to the rehabilitated employee and his or her family cannot be measured in dollars.

If your company has a program already established, learn all you can about it. Find out who is eligible for assistance, where it is provided and by whom. Seek also to add an Operation Red Block to your EAP.

Many of the programs more recently developed have had local joint labor-management participation from the start and there are usually labor members on the joint committee that oversees the program. Find out who these members are, and invite them to discuss the program with the members of your local union. If your company does not have an Employee Assistance Program, approach your union representative about starting such a program and ask him or her to form a committee of concern to talk to management about starting an Employee Assistance Program with labor participation.

UTU Headquarters can furnish you with information about alcoholism and provide samples of such things as policy statements, procedures in the operation of programs, costs, etc. UTU will also provide consultation to any company and its unions who are interested in establishing both an EAP program and Operation Red Block.