Thread regarding Union Pacific Corp. layoffs

So it's been a few years into your PSR agenda, and let's take some time to reflect on what's been accomplished. All levels of management are guilty of it. So if you're a manager that trolls this site, listen up!
The UP started its PSR business plan in late 2018. In the beginning, it wasn't called PSR. The UP CEO gave it a bland name of G55+0. In other words grow to 55% OR with zero injuries. Other class 1's gave it their own name but if we're being honest about it, it's still PSR no matter how you spin it.
In early 2019, the CEO and B.O.D. decided to bring in a retired CN executive with first hand knowledge of PSR and the right hand man of Hunter Harrison. Every single RR before the UP that attempted a version of PSR, failed to "turn-around" the business. In fact it did the exact opposite. Mr. Vena was brought on board to quarterback the PSR effort. Don't forget the CEO assured the men and women of the UP, that they WOULD NOT be implementing PSR. I know that has been mentioned before, so I won't list the details of that. So why implement a plan that the CEO in the very beginning expressly rejected? I know that's already been asked, but I'm still waiting for a "honest" response from a manager.
Some time before the implementation of that stellar plan, the UP went through a title shake-up amongst the management profession. Some managers lost their jobs, and somehow many were promoted. Now fast forward to today. It seems that the shake-up that occurred then, opened the door to a management glut the UP has now. I visited a friend in the northern region, and I was surprised just how many more managers they have up there. Why???
Now let's go back to the beginning when it all started. UP management/executives were explicitly warned from the very beginning about PSR and what it would do. All levels of management were warned about the possibility of a worker shortage after their cost cutting initiatives. Is there any manager/executive out there or on here that really believed the workers you let go were going to come flying back through the doors when you wanted them too? Again, all levels of management were warned about that.
So now let's move ahead in time to about 2 or so years ago. At this time, there was different government entities starting to take notice of the problems brewing in the RR industry. Just one of those entities was Congress. There's been 4 separate hearings regarding the problems with the RR's if I remember correctly. PSR was at the very center of the issues. Some of the bigger issues discussed were worker shortage, fatigue, attendance policies, and ethics. Two of the hearings were conducted by the STB, with personal invitations sent to all of the CEO's. The CSX CEO was the only one that showed up, and some people would agree that he made a fool of himself at that hearing. So why didn't the other CEO's attend those hearings? I guess it was easier for the CEO's to send their lackeys to face the music that was specifically tailored to the CEO's.
Now we're at the present day. So looking at the title, what was accomplished during the PSR run? I can't say with any level of honesty that nothing was accomplished. There was in fact many things that were accomplished. Before i get into the accomplishments, one of the things on many people's minds right now is the contract, and why you refused to take quality of life issues seriously. Do you think you'll find enough people that can actually put up with the continuous nonsense? Alot of that nonsense is at the local management level too. Is the management prepared for an exodus of people when they get their backpay? Nope, I highly doubt it. The management can't even get people hired to fill the open spots they already have. What's funny is that even the felons aren't applying through the UP 2nd chance initiative.
So let's recap this. What was accomplished at the UP? One accomplishment is the 3 year in a row streak of worst employer in North America. Another accomplishment is the inability to retain good employees. Another accomplishment is the poor levels of management. There's other things that could be listed, but I see no point in listing them. Those few accomplishments I listed should be a wake up call to every manager and executive. The men and women of the UP are hard workers, and deserve better. The lower level management needs to work with the employees, instead of against them. All managers and executives have an equal share in the mess. If you're a manager and this posting offends you, GOOD! You're offensive and derogatory behavior towards the employees is exactly why people won't work for the UP. It's also mostly the reason why people are leaving.
So to end this, all managers know what has to be done. If you're one of those managers that wants to claim neutrality in all of this, then you're a bigger part of the problem. The same goes for any executive out there as well. You were told about all of this at the beginning by the very people you treat and treated so poorly. When the backpay comes in, will you be prepared? Remember, YOU WERE WARNED!