Nothing to say, yet
Transcription
The hosts discuss important dates and changes in the new contract, such as restrictions on 8-hour requests and 9-5 grievances, and the use of part-time employees as PVDs. They also talk about the need for clarification on certain sections of the contract and provide advice on dealing with excessive rides and the importance of following the contract. Teamster Power 767 Reality Check with Jeff Schoenfeld and Garfield Hooper. So today, you know, there's a lot of things going on. Wouldn't you agree, Garfield? Oh, yeah. I mean, we got a new contract in. You know, the company likes to be upset when we get some things that we want. And they get some things that we want. And everything seems to be just on fire all the time with this company. It is. It is. But first, before anything, we just want to mention a couple of dates that are, you know, upcoming dates that are very important, okay, regarding peak season. Yeah. And there's some new stuff in the language. As of November 1st, no more eight-hour requests until January 1st. I'm going to repeat that. November 1st, no more eight-hour requests until January 1st. Okay. Second one is on November 15th, no more 9-5 grievances until January 15th. I get asked that every year. When does 9-5 stop? When does it start? Oh, yeah. Yeah. And hopefully, you know, they're listening. They'll hear it. Yeah. So, you know, also, so now what they did was they're, you know, in this contract, they're allowing the part-timers to have a first shot at the PVD work. You know, that work that we thought was going to be gone in the contract. Yeah. But still there. Yeah. Yeah. Yeah. So, as of November 1st, from November 1st to January 15th, part-timers who are going to be, you know, working as PVDs can be used. Again, November 1st until January 15th for part-timers being used as PVDs. Now, here's the other part of it. Any off-the-street PVDs can only be used from November 15th until December 26th. Okay. And, you know, I think that's important. As much as we didn't want the PVDs, it's in there. Again, you know, we're dealing with it. Yeah. And, you know, that's, you know, we minimize how much they're going to work. I mean, that is what it is at this point. I suppose it's better than them just getting to use them however they want to for two months out of the year. No, absolutely. Absolutely. That's important. Another important date is January 5th. The new 9-5 list has to be put in for the year. It's important to realize that, like, in the past contract, we were doing the 9-5 list every six months. It was January 5th and June 5th every year we had to put it in. Now, the 9-5 list lasts an entire year. So, you get on the 9-5 list, your stewards will probably be circulating this list, I would assume, probably after Christmas when things start to kind of chill out a little bit. They'll probably put the lists out and get everybody to sign up that wants it, and they've got to hand the list in by January 5th so that it can start going to implementation on January 5th, 15th. Yeah, hopefully we can start that as soon as possible, as early as possible, so it's done. You know, just have people do it and why not. So, there was one more section, Garth, we were talking about. You want to read that one? Yeah. I don't really know how I feel about this. It's not 100% clear, but we're going to read it out just so there's no confusion. Well, I mean, there will be. There will be. At the end of it, you know, either way, we suggest you get with your VA. Yeah. Okay? Get with your VA for some more clarification on this. The last paragraph in Article 26 that involves the PVDs says, Now, Article 37 Section 1C is the 9-5 section of Article 37. So, the way this reads to me, and I hope I'm wrong about this, but we're going to reach out and see if we can't get some clarification on it, is that between, because they can implement PVDs for the part-timers on November 1st, they would be allowed to pull work off of an RPCD that's on the 9-5 list for those first 15 days. Yeah. I mean, that's the way I'm seeing it as well. Now, after the 15th of November, nobody's on the 9-5 list. It's not in effect between November 15th and January 15th. So, to me, that says that they, at that point, they can't use the RPCDs, or they can't use the PVDs to pull work off of RPCDs for between the November 15th and January 15th. Yeah. And again, we're going to reiterate this. We're reading this language. It's new language. Any clarification, get with the DA, union hall, call over there, just get some clarification on that, because if that comes up, you're going to want to know what to do in this situation. And we're reading it, and like I said, it's new language, any new language, and clarity should be given by the, like I said, DA or someone at the hall. And I would also like to reiterate that if you're out there, and you've got a bunch of work on your truck, and they send you a PVD out, and they instruct you to give work to the PVD, give work to the PVD, and then file the grievance on it after the fact. Absolutely. Absolutely. Take note exactly what happened. What if you write it down, get those notes down afterwards, after you're done, and just do it afterwards. I mean, if they're instructing you to do it, then, you know, and the company does things that they shouldn't, but if they're instructing you, you know, you don't want to go against anything like that. And I hate saying it. It's like work now, grieve later. I just hate that. But, I mean, it's the right thing. It's the right thing. You know, it would be good if they didn't do it in the first place. It's true. But, you know, you can't count on the company to do the right thing. No. But, you know, those are some dates we wanted to mention, important, you know, coming up for peak season. So, the next thing we wanted to talk about was excessive rides. Now, this, oh, God, this has been a problem for years. And I want everyone to understand, you know, the language is clear. I'm just going to read from the language first. Not more than one member of management will ride with a driver at any time except for the purposes of training management personnel. No driver shall be scheduled for more than one day's ride per year with more than one member of management on the car. Such day will not be used for disciplinary purposes. The sole reason for two management employees on the car is for supervisory training. The supervisor assists the driver during the OJS. That day will not be used in determining a fair day's work. Now, the important thing about this is they get on the car. They do the ride, right? That's one ride. And all of a sudden, they want to do another ride, and they're calling it something else. I need everyone to know it's not a matter of what they call it. They can call it a, you know, a donkey ride if they want. Oh, look, we can do it because it's something different. No, no. So, they're going to do it. They're going to get on. Once they violate you, that second time you file a grievance. The process is they cannot get back onto the car until there's a hearing held. Now, there's supposed to be one within 10 days. Okay, within five days, but, you know, within 10 days at the most. Now, here's the thing, and here's the big problem. See, once you have that hearing and it's cleared up, I've always believed, and I think a lot of people believe, they shouldn't be allowed on the truck just because you have the hearing. It just clarifies that they shouldn't have been on the truck in the first place. Right, Garfield? And I've asked this a jillion times, and every BA that I've ever spoken to has told me that the stance of our local, 767, is that you get one ride-along per year, period. Yep. And they want to try to say that, you know, they're riding with people quarterly now. And I'm like, but you're not riding with everybody quarterly. You're only riding with certain people quarterly. And what does that come out to? That comes out to disparate treatment, right? Yeah, that's 100%. Oh, we're going to just do these people. But now with a new contract, they have to give you 24 hours notice. Now, 24 hours notice, they can say the week in advance, but they need to give you the specific day. They can't just say, oh, we're going to ride along with you next week. No good. They have to give you a date. And they have to give you a reason. Oh, yes, absolutely. Absolutely give a reason as well. And those are the things that people need to remember. But if they get on a truck with you a second time, you file that grievance. Okay, that's under 37. You file that grievance because, you know, there was supposed to be a case going to national. It was pulled. They were saying – our side was saying, well, it wasn't the perfect case. Well, perfect case? Perfect case is their excessive riding, right? I mean, tell me what the perfect case is. I don't understand that. I mean, I just – it's like someone doesn't want to deal with this situation. So, you know, another part of that same new language about the 24-hour rule is that, you know, they're supposed to sit down with you and have a conversation with you and a steward after the fact. And to my knowledge, that's not happening. So, you know, a lot of people – like if they're going to ride with people, then, you know, make them spend that time. I mean, sure, like you're going to – you'll be starting off your day a little late, but make them sit down and talk to you and go over the ride with you. Have questions for them, you know. Hold them to the contract. Hold them to the contract. Like at this point, if they're giving you a 24-hour notice, they're riding with you for a day, and then you're coming back the next day and you're not holding to that part of the contract, they're getting to have their cake and eat it too. Absolutely. Because now they're getting to ride with you, and now they don't have to follow up and do anything, have any kind of review of it or anything. So you don't know what they put on there. Oh, and also, don't ever sign those. Oh, no. No, no. No, no. Don't sign it. And, yeah. I was told by an old steward of mine back in my original building, Mogan Sherman, Donnie Russell was his name. He said, don't sign anything but your paychecks. Yep. Yep. I mean, that's true. And, you know, I mean, it's – you just don't have to. I just want to say one thing. If you are coming back from an accident, they can do that extra ride-along. Yes. Understand something. That's something completely different and, you know, that's – Accident or injury. Yes, exactly. And I just – and when it comes to any of this, and if you're not sure, we'll say this like we say it all the time, get with your steward or your BA. Yep. But understand, we're saying it right here. If they get on the truck with you a second time, you file that grievance. You put that grievance in place. Yep. So they have – it forces the company to have to do that meeting. And, you know, whatever happens from there will be, you know, done by the BA or if it has to go to panel or if they actually want to take it to national. You know, however this thing works out, you do your part so they can do their part. You're at the beginning of the process. Exactly. If you're not starting it out, then there's nothing that anybody else can do for you down the line. You've got to file the grievance to start the process going. Yes, and this goes to everything where everyone plays a role. Every member plays a role, and this is the beginning part where you're filing the grievance, and that's how it starts. You put the right information, and you give the BA what they need to move it to the next level. Yep. So we wanted to save those dates and, you know, talk about the excessive rides. I'm Jeff Shenfeld. And I'm Garfield Hooper. This is Teamster Power 767 Reality Check. Have a good day. Our experiences deal largely with the Southern Region Supplement. This is just an information podcast, and if you have questions, it's best to contact your local steward or business agent. And remember, strong people stand up for themselves, but the strongest people stand up for others.
