Emergency Operations Plan
One of the key differences between ABX and other companies
is the "can do" attitude of ABX employees. At Wilmington (ILN) or
outbase locations, we can be faced with severe weather winter weather, natural
disasters (flood, tornadoes, earthquake) or other emergency situations;
yet our customers continue to rely on us for delivering uninterrupted,
high quality service. In these types of situations, ABX management will
evaluate the impact the inclement weather is having on the operation, and
implement emergency operations plans that will enable ABX to operate as
safely and efficiently as possible.
|ABX Air will maintain operations whenever possible to
meet our customers’ service commitments.|
|During emergency operations, all employees are expected
to make every reasonable effort to be here. All employees, physically able to,
may be requested to work in the sort to help move the freight.|
|Non-exempt and hourly employees who work additional time
or report during emergency conditions will receive emergency pay premiums as
outlined in this policy.|
|Occurrences of absence or tardiness, not addressed in
this policy, will be determined in light of the circumstance along with the
employee’s overall record.|
|Great customer service is everyone’s responsibility.
Make that extra effort to be at work when the weather is bad or other
undesirable conditions occur. Come appropriately dressed and prepared to work
|Check the weather forecast early enough so that if poor
weather is forecast, you can adjust your schedule and leave home early to
allow for longer travel time.|
|Contact ABX (937) 382-5591 extension 66397 (6NEWS), or
listen to announcements on local radio and TV stations regarding emergency
operations or closure.|
|Notify your supervisor as soon as possible
when you are unable to report to work or will report to work late due to
|Be aware of any additional emergency operations
guidelines regarding your department, such as if you are considered a service-essential, operational
|Be familiar with the Emergency Operation Plans A, B, and
|Communicate to employees any additional departmental
guidelines your department has for operating during inclement weather or
other emergency operations. Tell them if they are service-essential staff.|
|When an emergency plan has been initiated, immediately
communicate the details to your employees, including date and times when
such plans effect your employees.|
|Maintain current contact lists of all your employees to
facilitate direct communication if necessary.|
|Follow pay and lost-time parameters for any ABX-declared
emergency or closure.|
Service-Essential, Operational Staff
ABX will make every effort to continue operations and deliver the service our
customers expect. In some instances, such as severe weather or other emergency
conditions, management may determine that only operationally “Service Essential”
employees need to report to work. Service essential employees who are vital to
continuing operations under emergency conditions include Ground employees;
Maintenance Control employees; Aircraft Maintenance Production and Line
Technicians; System Control employees; Linehaul employees; Flight Operations
personnel; De-Ice employees; and Air Park Services employees such as Snow
Removal, Sort/Property/Equipment Maintenance and Line Service. Employees should
check with their supervisors to determine if they are considered
service-essential. Employees in positions that are not absolutely essential to
continuing the operation would be excused from reporting to work, according to
Plan C attendance guidelines. When this occurs, announcements would call for
only service-essential employees to report to work for their affected shift(s).
Closure of Operations
If a severe weather emergency or a civil or natural
disaster prevents continuation of normal or emergency operations, the President,
or a Senior Vice President may declare closure of a hub or station. The duration
of the closure may be a few hours or longer, depending on the nature of the
emergency and the company’s ability to operate.
The executives will review closure status on an hourly
basis with the objective of reopening the facility as soon as possible.
In the event of closure, employees may be allowed to leave
early and receive compensation at their regular rates for the rest of the
regularly scheduled shift.
Compensation for hours not worked during closure is
limited to employees who are regularly scheduled to work during the first
day/shift of closure. Earned vacation, floaters, or attendance award days may be
used to cover lost time after the first day/shift of closure.
Communication of ABX Emergency Operations or Closure
Regardless of announcements made by outside agencies,
employees should presume ABX is operating on a normal schedule, unless one of
the following emergency plans has been declared. If Emergency Operations Plan A,
B, C or closure is declared by ABX, such information will be communicated in the
|ICOMS to management.|
|Announcements on local radio and TV stations (as posted
at Communications Centers).|
|Regular updates on the ABX Newsline (937) 382-5591,
extension 66397 (6NEWS).|
|Affected station personnel will be notified via pager
as established by department operations management.|
|Regional hub management must establish contact
procedures with local broadcast stations or otherwise determine how
employees will be notified and appropriately advise employees of those
Plan A, B, & C Guidelines
||Emergency Pay Premium
Up to 2 hours = no occurrence. (ATS Code TXNE)
More than 2 hours = tardy occurrence (ATS Code TXOE)
|Counted as occurrences (without
||Pay for time worked (cannot use
earned paid time off or sick leave).
||Pay will be at regular rate for
Up to 2 hours = no occurrence. (ATS Code TXNE).
More than 2 hours = tardy occurrence (ATS Code TXOE).
|Counted as occurrences.
||Pay for time worked. For pay
purposes only, lost time can be covered with earned paid time (vacation,
floaters, attendance award days). Based on operational needs, management may
authorize make up hours at straight- time rates.
||Emergency pay is an additional
1/2 x regular rate of pay. (Pay rate cannot exceed 2 1/2 x).
Straight time = 1½ x.
Overtime (OT) = 2 x.
7th day OT = 2 ½ x.
||Late arrivals will not be
counted as occurrences for any employees. Early departures may be permitted
with manager approval (will not count as occurrences).
||Absences will not count as
||Pay for time worked. Employees
can cover lost time with earned paid time (vacation, floaters, or attendance
award days). Based on operational needs, management may authorize make up
hours at straight- time rates.
||Emergency pay is an additional 1
x regular rate of pay. (Pay rate cannot exceed 2 1/2 x).
Straight time = 2 x.
OT & 7th day = 2 1/2 x.
pay premiums apply only to non-exempt and hourly employees, including casuals.
Emergency Incentive Day Option:
Employees who are working on overtime and receiving
emergency pay premiums have the option of receiving an emergency incentive day
in lieu of the additional pay for each full shift worked. Incentive days should
be used by Dec. 31 of the year in which they are earned.
|Employees working at 2 x their rates of pay could opt
to be paid at 1 x and receive an emergency incentive day for each full shift
|Employees working 2 ½ x their rate of pay could opt to
be paid at 1 ½ x and receive an emergency incentive day for each full shift
Duration of Emergency Pay Premiums:
|If Plan B or C is in effect at an employee’s start
time, the emergency pay premium will apply for his/her shift, even if the
emergency is lifted during the shift.|
|If Plan B or C is called after an employee’s start
time, the emergency pay premium will apply only for the remaining hours in the
shift. The emergency premium would not apply to employees whose start times
begin after the plan is lifted.|
The guidelines for late arrivals and absences are intended
to apply for conditions in ILN or other hub or station locations. For employees
who travel through other counties to report to work during inclement weather,
supervisors should exercise good judgment in applying attendance guidelines
under Plan A, B or C. Supervisors should consult with managers if they have
questions or need further guidance in determining which attendance guidelines to