Petition to Brown’s Crew Car of Wyoming, d/b/a RailcrewXpress

We the undersigned hereby demand the reinstatement Mark Stevens employment as a part-time road driver immediately.

Further to this we demand that Brown’s Crew Car of Wyoming, d/b/a Railcrew Xpress conduct a full review of the company’s Human Resource policies regarding action to take when an employee reports harassment, the company’s interviewing process, and with payroll to insure their employees are paid correctly, on time, regardless of whether they are represented by a union or not.

Lastly, it is demanded that the company take the necessary investment to improve their IT infrastructure to insure level 3 and level 4 information, such as social security numbers, direct deposit information, etc., is transmitted between remote locations and the office in a secure manner, and that until such architecture is created and approved, the process of taking handwritten forms, scanning them in, and sending them via non-encrypted e-mail be immediately ceased.

Background:

In March of 2013, Mark Stevens was interviewed by the Location Manager for the above named company at the company’s Fremont, Nebraska located at Union Pacific’s Yard Office.

During this interview, the Location Manager stated that all you have to do is pass the driving and drug test and you will be hired, no formal interviewing was conducted.

A number of days passed and Drug Test results were received and Mark proceeded with day one of training as well as taking the DOT Physical.

On Day Two of training, Mark assisted the Lead Driver in picking up and returning a van from the body shop. Up on return to the yard office, the Location Manager asked the Lead Driver (a senior, and military veteran), “if he was your new b*t*h”.

Shortly after that point, Mark departed with another driver on a road trip taking one crew from Fremont to Omaha, and another crew from Omaha to West Des Moines, dead heading back to Fremont.

Mark forwarded communication by certified mail to the Human Resources staff at the company’s offices in Lenexa, Kansas the next day. Communication was received, signed for, and never acted on.

Further to that, Mark was never paid for the 11 ½ hours plus mileage driven for the second day of training. It took two more letters and multiple attempts to contact the office in Lenexa to collect the pay. When remitted, Mark only received pay for the 11 ½ hours. Mark was informed that since he was not a union member, he did not qualify for mileage pay, despite the fact Nebraska is a right to work state.

Due to the lack of response to the harassment claim, Mark delayed returning for day three of training. To this day the company has not responded to the harassment charge.

Additionally, this company remains in the “stone age” of handling employee data.

Instead of having a secure web portal in which employees can enter basic information once employed including direct deposit information, it must be handwritten on forms, scanned in, then e-mailed to the company’s office. It was discovered by Mark, that these e-mails were not sent in an encrypted manner as required by the security standards in place at the time of his employment.