Whether you’re looking for networking opportunities, professional development, community involvement, camaraderie or a mentor to discuss work-life balance, our employee resource group for women – Lead, Educate, Achieve, Develop (LEAD) – exists to develop you personally and professionally. LEADs mission - to foster an environment that increases opportunities for women to be recruited, engaged and advanced as leaders of Union Pacific. LEAD was founded in 2003 and hosted its first conference in 2008. Women from across the network attend the annual LEAD Conference, which has strong executive support. These events reach over 500 attendees - uniting members from across the UP system.
LEAD boasts seven committees and subcommittees that host year-round events focused on networking and development, fundraising, philanthropy, STEM, community service and outreach, women's history, work-life balance and more!
Union Pacific is a founding member and a continuing corporate sponsor of the Omaha Women's Leadership Conference (ICAN). The Women's Leadership Conference annually presents its conference to increase the personal effectiveness of women within and outside of the corporate arena.
company wide deployment launches in March 2019.
There are many opportunities to network at Union Pacific. One way is through our eight employee resource groups (ERGs).
MEAL (Meet, Eat, Advise and Learn) is an annual program providing Employee Resource Group (ERG) employees with small group networking opportunities with a UP leader and employees from other departments on a quarterly basis. Each group of four meets for lunch at a location of their choice. Participants discuss career growth, development, work/life integration and other topics on their minds. Members who participate in all four sessions meet 12 new colleagues and have valuable one-on-one time with UP leadership. Knowledge is shared and relationships are built in a positive way.
Union Pacific has an unpaid Sabbatical policy for nonagreement employees allowing up to three months unpaid leave.
Union Pacific offers a variety of flexible work options to provide an alternate arrangement that helps balance employee, business and customer demands. The job and business requirements must support the arrangement as well as having appropriate resources available in the work group.
Flexible work options include:
Union Pacific offers telecommuting as an alternative work arrangement for those employees seeking to work from home on given days, permanently, or on an ad-hoc basis. The job and business requirements must support the arrangement as well as having appropriate resources available in the work group.
There are two options available for employees wishing to work part-time. Union Pacific offers a Reduced Salary arrangement for those employees seeking to reduce the number of hours worked in a week. Additionally, Union Pacific's policy for nonagreement hourly positions is designed to provide employees with flexibility in coordinating work group responsibilities, while allowing for varied work schedules. It allows the department to create positions where employees can work on an hourly basis.
These programs are offered at the department’s discretion and availability will depend on the job requirements of the position the employee is on and the appropriate resources available for a given work group.
Parental leave is a paid leave of up to 2 weeks to actively bond with a child following (1) the birth of an employee’s own child or (2) the placement of a child with an employee in connection with adoption or foster care. Non-union (non-agreement) employees who become a new parent, but do not already receive Maternity leave may take Parental leave. Birth mothers with less than three months of service, failing to meet short-term disability eligibility requirements, will receive six-week paid maternity leave rather than the two-week paid parental leave.
The level of short-term disability benefit available is determined by the continuous years of service, following the table below:
Length of Service
100% of Regular Rate of Pay
75% of Regular Rate of Pay
Less than 3 months
3 months and < 5 years
5 years and < 10 years
10 years and more
Birth mothers with less than three months of service, failing to meet short-term disability eligibility requirements, will receive six-week paid maternity leave rather than the two-week paid parental leave.
We know how important family can be, and how important it is to be a part of your community. That's why we offer adoption and child care programs, as well as generous giving programs
Union Pacific is proud to provide this benefit to new and expecting moms. Onsite lactation support is important for breastfeeding employees to successfully balance priorities of family and work. We encourage our employees to submit ideas and suggestions for lactation support services. These rooms are furnished with comfortable chairs, recliners, refrigerators, sinks and storage cabinets.
Union Pacific offers a variety of flexible work options to provide an alternate arrangement that helps balance employee, business and customer demands. For some positions the range of flexible work options available may be limited by job requirements (e.g., remote work is not available for train dispatchers because of technology limitations). Please see flexible working policies section.
If you are an expectant mom working at Union Pacific, there are things to think about and do when it comes to preparing for your baby's arrival - and for moms, there are also things to take note of before going on maternity leave. Additionally, expectant mothers covered under our health care providers once enrolled in healthy pregnancy programs will receive educational information, support and coaching throughout their pregnancy.
Assisted reproductive technology treatments, including (but not limited to) artificial insemination, GIFT, ZIFT, or in vitro fertilization, are covered medical expenses. This includes confinement in a Hospital or specialized facility in connection with infertility treatments. There is no dollar limit (annual or lifetime) on these services.
Employees are eligible to participate in the Dependent Care Flexible Spending Account (Dependent Care FSA). Annual contribution limits: Minimum $300, up to maximum $5,000 ($2,500 if married filing separately).
Qualifying dependents may include children under age 13, disabled dependents of any age and elderly dependents who live with you.
This is funded through before-tax monthly contributions deducted from the employee paycheck.
We recognize employees may need help at home to support work schedules required to run the railroad’s around-the-clock operations. The Bright Horizons Care Advantage resource provides employees with access to one of the largest online caregiver databases. Feature services supporting better work-life balance include:
Union Pacific owns and maintains their Child Development Center building (about 4 blocks from headquarters). Due to their expertise, Bright Horizons teachers and administrative staff manage center operations and curriculum teaching components. The Child Development Center is accredited by NAEYC (National Association for the Education of Young Children). Parents of children at the center actively participate in our Parent Partnership Group that is composed of representatives from the various classrooms. Parents are encouraged to volunteer to be a part of this group to help ensure the center’s programs are well aligned with their needs. Parent education sessions are held periodically.
Union Pacific provides a subsidy for the Child Development Center so that tuition charged to employees is below the market rates for similar centers in the area.
Effective Jan 1, 2019, UP announced a sick leave enhancement, providing its nonagreement employees paid time away to care a sick child or parent, in addition to sick leave for their own illness.
Offered through Bright Horizons Care Advantage Program, free online services providing needs assessments, facilities database access, phone access to expert senior care advisors and guidance on finding available assistance programs.
|Paid Maternity Leave (weeks)|
|Unpaid Maternity Leave (weeks)|
|Paid Paternity Leave (weeks)|
|Unpaid Paternity Leave (weeks)|