Since this post has largely targeted the logistics backlog from the aspect of crew shortages, I felt the urge to weigh in. First, I think that the pandemic has only been a minor driver in the crew shortage within the railroad industry. My company had a major job abolishment when the shutdowns happened in the spring of 2020. This lasted a couple of months, but many of the junior guys never returned. On the whole, with the extra unemployment benefits (which railroaders are not entitled to), the furloughed employees were easily able to find work elsewhere.
News in the industry has been about the strict attendance policies which have been implemented in recent years. With railroad staff already cut to the bone, now an additional burden has been placed on the remaining staff. Eventually they have enough. A temporary solution is with the company's COVID response teams. If the employee calls and says that he was in contact with a person who was infected, a quarantine is given to the employee, who now can not enter the property until the period expires. A few have used this on a few occasions. Some have, as a long term solution just quit. They can easily find new employment elsewhere, as mentioned.
Right now there is no incentive to work for the railroad. I've mentioned the attendance policies. In the last few years the railroads have played hardball on contract negotiations. The end result is a wage scale which has fallen behind. The pay scale had been generous for the toll taken by the lifestyle. Now this is gone. Why work 24/7 when one can make similar wages with a 9-5 job? In addition to the wage issue, the attendance policy, there is also the discipline policy. As I mentioned on another similar post, they are finding fault with really minor issue. One example is someone who forgets to say "over" on the 367th. radio transmission out of 624 made one day on a yard job. A few more such incidents escalate this person to "at risk", and eventually dismissal. Once again the railroad shoots itself in the foot. Ive seen several good employees, who were dedicated to their jobs just pull the pin over this kind of thing.
Just recently I was pondering the above debacle. One point which comes to mind is the fact that on my roster, the top echelon guys most all come from railroad families like me. Many have families which have worked for the company over many generations. As illustrated, the railroads have succeeded in producing a largely disgruntled workforce. Why would I recommend the profession for my son? A few years ago my nephew graduated high school and asked me about hiring out. I discouraged him. Now he is a heavy equipment operator, and he seems happy in his career choice.
I have just recently been shown a Dunkin Donuts job ad which offers $18/hr. with benefits. If the railroads don't get their priorities organized, how can they attract a workforce? Some have opined that they want to cut it down to have an easier job of implementing automation. They will have less labor protection to stand in their way. In the interim until it is put in place, a skeleton staff will suffice.
