A tentative agreement between the BRS and the NCCC was reached on June 16, 2026, and it is now up to you to decide whether it is acceptable. The decision to ratify or reject the agreement is yours alone, and this committee will not unduly influence your vote. 

We do, however, strongly encourage each member to vote by the July 3, 2026, deadline. Voting in this round will be conducted electronically for members with an email address on file and by standard ballot for those without one. A brief summary of the agreement terms appears below:

                                                    Wage Increases Over the Term

The tentative agreement provides total general wage increases of 17.5% over five years, with a compounded effect of 18.77%. The increases are scheduled as follows:

• 4.0% effective 7/1/25
• 3.75% effective 7/1/26
• 3.5% effective 7/1/27
• 3.25% effective 7/1/28
• 3.0% effective 7/1/29

Retroactive payments will be made within 60 days if agreement is ratified.

Vacation Accrual Improvements

Vacation accrual will be improved to provide up to one week of vacation in the year of hire, prorated based on the employee’s hire date, and a full week of vacation in the following calendar year regardless of the month of hire. In addition, the service requirements for the third, fourth, and fifth weeks of vacation will each be reduced by two years. For example, employees will qualify for a third week of vacation after six years of service instead of the current eight.

Health and Welfare Changes

The monthly employee contribution will remain fixed at 15% of total plan cost, which is currently $308.49. The plan will also be amended to cover male sterilization procedures and extend coverage for surviving dependents of deceased railroad employees to six months. In addition, annual dental and vision benefits will increase. The annual dental benefit will rise from $1,500 to $2,500, the orthodontia lifetime maximum will increase from $1,000 to $2,500, and the biennial frame allowance will increase from $115 to $230.

For employees who choose to opt out of the plan, the monthly payment will increase from $100 to $200. The plan will also add an employee-only option priced at 10% of total plan cost, currently about $205.60 per month. Single employees who select this option during open enrollment will have a $2,500 in-network deductible.

If ratified, all health care plan changes described in this section will take effect on October 1, 2026. Although local work rule changes were included in the tentative agreement that was rejected last fall, the agreement now under consideration makes no changes to existing on-property work rules. Please review the terms carefully and cast your vote by the deadline.