The Union Pacific Railroad (reporting mark UP) (NYSE: UNP), headquartered in Omaha, Nebraska, is the largest railroad network in the United States. James R. Young is president, CEO and Chairman.[1][2]
UP's route map covers most of the central and western United States west of Chicago and New Orleans. As of December 31, 2008 UP operates on 32,012 miles (51,518 km) of track, of which it owns outright 26,171 miles (42,118 km).[3] Both numbers represent the highest amount of any railroad currently operating in the United States.[4][5] It has achieved this size as a result of purchasing a large number of other railroads, notably the Missouri Pacific, Chicago and North Western, Western Pacific, Missouri-Kansas-Texas, and the Southern Pacific (including the Rio Grande). Currently, Union Pacific owns 26% of Ferromex while Grupo Mexico owns the remaining 74%.
UP's chief railroad competitor is the BNSF Railway, which covers much of the same territory.
Raising awareness and providing a nurturing environment where women and minorities can do their best work is critical to successful diversity management. Employee Resource Groups (ERGs) are important to achieving this objective, and they bring to management's attention issues particular to their groups and to the welfare of Union Pacific.
BLACK EMPLOYEE NETWORK (BEN)
The Black Employee Network (BEN) at Union Pacific Railroad began in Omaha in 1979 with four employees. Membership has grown to more than 700, with BEN chapters in St. Louis, North Little Rock, Kansas City, Memphis, Los Angeles, Fort Worth, Houston, Omaha, Chicago and Addis, Louisiana.
The mission of BEN is to increase the recruitment, retention and advancement of African-American employees within Union Pacific, by promoting and facilitating personal and professional growth, and working with UP senior leadership on diversity issues. BEN also provides scholarships, encourages post-secondary education for high school graduates, and supports local African-American communities.
Annually, all of the BEN chapters across the system host a professional development conference. The Company's leadership plays an integral role in this conference through presentations, panel participation and less formal one-on-one discussions.
COUNCIL ON NATIVE AMERICAN HERITAGE (CONAH)
Beginning in 2006, a group of employees with Native American heritage or an interest in the Indian culture, came together to celebrate the history and contributions of the people indigenous to North America. In 2006, they became the railroad's fifth ERG. CONAH's missis is to assist Union Pacific with the recruitment, retention and development of employees with Native American heritage and to build bridges to the Native American community.
CONAH plans programming in celebration of their heritage to coincide with the national dates of celebration (November), and has built bridges with local and state entities who have special initiatives addressing the needs and concerns of the Native American people.
LATINO EMPLOYEE NETWORK
The Latino Employee Network was established to serve as a liaison with management to promote a better understanding of the issues and concerns among Latino employees. Similar to other culturally defined ERGs, LEN also endeavors to ensure the full integration of Latinos into the workplace through partnering with the company on recruitment, development and retention initiatives. LEN also has established strong partnerships with Omaha's Hispanic community through its many social and cultural projects. Founded in 2004, LEN now has a membership in excess of XXXX with fully functioning field chapters in Ft. Worth, San Antonio and Houston, and interest groups in Cheyenne and Denver.
LEAD: A WOMEN'S INITIATIVE - LEAD EDUCATE ACHIEVE AND DEVELOP
The LEAD Mission is to foster an environment that increases opportunities for women to be recruited, retained and advanced as Union Pacific leaders; to make a difference through professional programming, personal development, mentoring and community involvement."
LEAD hosted its first annual conference in 2008. Women from across the system attend these conferences which have full executive support. While this effort is central to LEADs objective of ensuring professional developmental opportunities are available to women, throughout the year LEAD members plan other educational programs on job performance, investments, environmental stewardship, networking, etc. LEAD also celebrates Women's History Month, sponsors and participates in many community events, and supports many philanthropic causes.
UP TIES
This ERG works with the company to ensure that Union Pacific attracts, develops and retains emerging professionals. This effort is seen as critical to the future success of the railroad. Membership in UP Ties promotes understanding of the railroad, heightens inter-departmental knowledge, builds leadership and communications skills, and provides UP another "face" in the Omaha community.
UP Ties is widely recognized for its ability to build and strengthen networks - both internally and externally.
CULTURAL CELEBRATIONS
In addition to the initiatives of the established affinity groups, various informal resource groups may stage events related to celebrating their respective cultures and heritage during the national month honoring them.
From salsa contests and tribal dancing and music, to displays of cultural artifacts and speakers discussing historical perspectives and contributions, Union Pacific employees are provided opportunities to learn, grow and "sample" the many "flavors" of its employee population.
The UPREHS Medicare Secondary Plan (MSP) makes payment for covered benefits after Original Medicare Part A or B or the UPREHS HCPP has paid the primary Medicare payment for allowed services. UPREHS MSP pays the Medicare Part A and B annual deductible amounts and coinsurance for allowed charges for covered benefits. You may be partly or totally financially responsible for charges that Medicare did not pay from nonparticipating providers. The UPREHS MSP reduces payment to 40% of the Medicare coinsurance and annual deductible amounts for covered benefits from UPREHS nonparticipating providers. A UPREHS nonparticipating provider is a physician, hospital, or other health care provider who has not signed a UPREHS participation agreement. UPREHS does not know if these providers participate with Medicare or not. All Medicare members who elect coverage under the UPREHS MSP are also automatically enrolled in the UPREHS Medicare HCPP. Members must be entitled to Original Medicare Part A and enrolled in Part B to elect coverage under the UPREHS MSP and HCPP.
UPREHS is contracted with the Centers for Medicare & Medicaid Services (CMS) as an Employer Group Waiver Plan (EGWP) direct contract Medicare Part D Prescription Drug Plan. As an EGWP, our membership is available only to union members, Union Pacific Railroad or affiliated Railroad Medicare retires and their spouse/widow/widower. CMS does not require an EGWP to perform some of the contractual requirements that apply to for-profit Part D plans because of our membership restriction. UPREHS was founded solely to serve you - our members. Current UPREHS Medicare members have been automatically enrolled in our Plan so that UPREHS can continue to provide your prescription drug benefits while you receive Medicare benefits. Now that you are enrolled in the UPREHS Prime Medicare Plan you are getting your Medicare Prescription Drug coverage through UPREHS. This Benefit Guide explains your benefits and services, what you have to pay, and the rules you must follow to get your prescription drugs covered.
UP's route map covers most of the central and western United States west of Chicago and New Orleans. As of December 31, 2008 UP operates on 32,012 miles (51,518 km) of track, of which it owns outright 26,171 miles (42,118 km).[3] Both numbers represent the highest amount of any railroad currently operating in the United States.[4][5] It has achieved this size as a result of purchasing a large number of other railroads, notably the Missouri Pacific, Chicago and North Western, Western Pacific, Missouri-Kansas-Texas, and the Southern Pacific (including the Rio Grande). Currently, Union Pacific owns 26% of Ferromex while Grupo Mexico owns the remaining 74%.
UP's chief railroad competitor is the BNSF Railway, which covers much of the same territory.
Raising awareness and providing a nurturing environment where women and minorities can do their best work is critical to successful diversity management. Employee Resource Groups (ERGs) are important to achieving this objective, and they bring to management's attention issues particular to their groups and to the welfare of Union Pacific.
BLACK EMPLOYEE NETWORK (BEN)
The Black Employee Network (BEN) at Union Pacific Railroad began in Omaha in 1979 with four employees. Membership has grown to more than 700, with BEN chapters in St. Louis, North Little Rock, Kansas City, Memphis, Los Angeles, Fort Worth, Houston, Omaha, Chicago and Addis, Louisiana.
The mission of BEN is to increase the recruitment, retention and advancement of African-American employees within Union Pacific, by promoting and facilitating personal and professional growth, and working with UP senior leadership on diversity issues. BEN also provides scholarships, encourages post-secondary education for high school graduates, and supports local African-American communities.
Annually, all of the BEN chapters across the system host a professional development conference. The Company's leadership plays an integral role in this conference through presentations, panel participation and less formal one-on-one discussions.
COUNCIL ON NATIVE AMERICAN HERITAGE (CONAH)
Beginning in 2006, a group of employees with Native American heritage or an interest in the Indian culture, came together to celebrate the history and contributions of the people indigenous to North America. In 2006, they became the railroad's fifth ERG. CONAH's missis is to assist Union Pacific with the recruitment, retention and development of employees with Native American heritage and to build bridges to the Native American community.
CONAH plans programming in celebration of their heritage to coincide with the national dates of celebration (November), and has built bridges with local and state entities who have special initiatives addressing the needs and concerns of the Native American people.
LATINO EMPLOYEE NETWORK
The Latino Employee Network was established to serve as a liaison with management to promote a better understanding of the issues and concerns among Latino employees. Similar to other culturally defined ERGs, LEN also endeavors to ensure the full integration of Latinos into the workplace through partnering with the company on recruitment, development and retention initiatives. LEN also has established strong partnerships with Omaha's Hispanic community through its many social and cultural projects. Founded in 2004, LEN now has a membership in excess of XXXX with fully functioning field chapters in Ft. Worth, San Antonio and Houston, and interest groups in Cheyenne and Denver.
LEAD: A WOMEN'S INITIATIVE - LEAD EDUCATE ACHIEVE AND DEVELOP
The LEAD Mission is to foster an environment that increases opportunities for women to be recruited, retained and advanced as Union Pacific leaders; to make a difference through professional programming, personal development, mentoring and community involvement."
LEAD hosted its first annual conference in 2008. Women from across the system attend these conferences which have full executive support. While this effort is central to LEADs objective of ensuring professional developmental opportunities are available to women, throughout the year LEAD members plan other educational programs on job performance, investments, environmental stewardship, networking, etc. LEAD also celebrates Women's History Month, sponsors and participates in many community events, and supports many philanthropic causes.
UP TIES
This ERG works with the company to ensure that Union Pacific attracts, develops and retains emerging professionals. This effort is seen as critical to the future success of the railroad. Membership in UP Ties promotes understanding of the railroad, heightens inter-departmental knowledge, builds leadership and communications skills, and provides UP another "face" in the Omaha community.
UP Ties is widely recognized for its ability to build and strengthen networks - both internally and externally.
CULTURAL CELEBRATIONS
In addition to the initiatives of the established affinity groups, various informal resource groups may stage events related to celebrating their respective cultures and heritage during the national month honoring them.
From salsa contests and tribal dancing and music, to displays of cultural artifacts and speakers discussing historical perspectives and contributions, Union Pacific employees are provided opportunities to learn, grow and "sample" the many "flavors" of its employee population.
The UPREHS Medicare Secondary Plan (MSP) makes payment for covered benefits after Original Medicare Part A or B or the UPREHS HCPP has paid the primary Medicare payment for allowed services. UPREHS MSP pays the Medicare Part A and B annual deductible amounts and coinsurance for allowed charges for covered benefits. You may be partly or totally financially responsible for charges that Medicare did not pay from nonparticipating providers. The UPREHS MSP reduces payment to 40% of the Medicare coinsurance and annual deductible amounts for covered benefits from UPREHS nonparticipating providers. A UPREHS nonparticipating provider is a physician, hospital, or other health care provider who has not signed a UPREHS participation agreement. UPREHS does not know if these providers participate with Medicare or not. All Medicare members who elect coverage under the UPREHS MSP are also automatically enrolled in the UPREHS Medicare HCPP. Members must be entitled to Original Medicare Part A and enrolled in Part B to elect coverage under the UPREHS MSP and HCPP.
UPREHS is contracted with the Centers for Medicare & Medicaid Services (CMS) as an Employer Group Waiver Plan (EGWP) direct contract Medicare Part D Prescription Drug Plan. As an EGWP, our membership is available only to union members, Union Pacific Railroad or affiliated Railroad Medicare retires and their spouse/widow/widower. CMS does not require an EGWP to perform some of the contractual requirements that apply to for-profit Part D plans because of our membership restriction. UPREHS was founded solely to serve you - our members. Current UPREHS Medicare members have been automatically enrolled in our Plan so that UPREHS can continue to provide your prescription drug benefits while you receive Medicare benefits. Now that you are enrolled in the UPREHS Prime Medicare Plan you are getting your Medicare Prescription Drug coverage through UPREHS. This Benefit Guide explains your benefits and services, what you have to pay, and the rules you must follow to get your prescription drugs covered.