Reality Check Ep 024

The transcript is a conversation between Jeff Schoenfeld and Garfield Hooper on their show Teamster Power 767 Reality Check. They discuss various topics, including the impact of layoffs on part-timers, the possibility of employee transfers for part-timers, the lack of full-time transfer language in the contract, funeral leave entitlements, and the need for additional provisions in future contracts. They emphasize the importance of understanding these topics and the need for clarity and support during difficult times. Teamster Power 767 Reality Check with Jeff Schoenfeld and Garfield Hooper. How's everything going, Garfield? Oh, man, it's going. I know. It just goes, right? It goes, and then guess what? There's another week coming, right? Yep, it's another week of work. Yeah, so I just wanted to, last week we did layoff procedures. I just wanted to add something to that. All these classifications can bump down to part-time. And, again, it's their right. No problem there. Just understand that every time this happens, that's two part-timers that possibly could be completely laid off. You know? Yeah. And it's not to get people not to do it. I just want you to understand, you know, there are people who are completely being laid off because, you know, part-timers because of this. Yeah. And, you know, people still do what you have to do. You know, that's your right in the contract. But just, you know, know full well that, you know, it's, you know, these part-timers take a hit. And, you know, we just wanted to mention that. You know, it's important. I mean, everyone matters, right? Yeah. So we just want to let everyone know what happens to those part-timers. I mean, we're all part of a team here. You know, we need part-timers here to load the trucks and, you know, unload the trucks and, you know, unload the feeders and things like that. You know, it's all part of it. So, you know, it sucks to lose anybody, and hopefully they'll be able to stick around long enough to come back when the layoffs kind of die off later in the year. Yeah, yeah. We definitely, you know, we want everybody working. Yeah. And we know the company, what they're doing right now, and it's just, I believe it's overkill just to save a dime. Yeah. So anyway, I just wanted to mention that. Very important. So I want to go on to one or two other things. You know, just of importance, I mean, you know, there are a lot of things going on, but we've still got to talk about everything. And I just want to let, you know, like part-timers know that there's, you know, there's an employee transfer, and only part-timers can do it. But, you know, and it's usually been in past years for educational purposes. But they've expanded that under the new contract, and it doesn't have to be, you know, for, you know, just for educational purposes. I mean, you just have to put in a written request, and provided the facilities in question are more than 50 miles apart, the transfer shall be allowed subject to a bunch of things. And I'm just going to go, you know, just want to read them slowly. Part-time opening exists in the new building. They must obtain seniority and have been employed with the employer for one year. Job classification seniority shall be entailed. So, you go to the new building, you're not in the order of seniority that you were. Essentially, you go to the bottom. Yeah, you go to the bottom. You have your years for vacation. Yes. But in terms of, you know, other things, you go to the end. And that's just what comes along with it. Yeah. So, and, you know, no one else is allowed to do transfer, just part-timers. So, you know, there's obviously, you know, stipulations. You know, and then it talks about moving expenses and whatnot. But it's just important because things happen and you want to move. And in past years, it's been restricted to educational purposes. In the new contract, it's not just for educational purposes. That's always an option. And, you know, just wanted to bring it up. I mean, it's important. It's not, you know, it's not at the top of the list by any means, but it's something that, you know, it's information that people, you know, part-timers need to know. So. While we're on the topic. With that being. While we're on the topic, Jeff. We're staying here. You know, there was a big push for them to include some sort of a full-time transfer language in this contract. It obviously didn't go. How do you feel about that? I mean, it's, I think it's something that probably should have taken more consideration. I don't know how much consideration. Do I believe that was much? No. No. And I know, you know, I know that, you know, I came from New York. I had to start all over. Yeah. And, you know, that's fine. If we would have got in the contract and they were able to do it. Wouldn't be mad. It is what it is, you know, but that didn't happen. And I mean, it's all about the local unions. Why they say, you know, you know, you can't just, I'm like, yeah, that was one of the things, you know, that was when I came down here. But I think that if things happen and someone. Things happen in people's lives and they need to do a transfer. It's a hardship. Yeah. I think it's something that should have been taken into consideration. You know, they, they allow that in management. Well, they used to, at least, you know, where they were, you know, they were allowed to transfer their spouse or whatnot. But, you know, things happen in life. And that's obviously something that would have helped in the contract. Yeah. I would have very much like to have seen some sort of a hardship language about that for, you know, whether it be family or, you know, maybe you have a sick parent or something you need to move back and help take care of. Or, you know, your wife gets another job and, you know, something like that. I'll move across the country. Like it kind of sucks to be like nailed down in like one area for 30 years. I mean, it's for some people. It's not for others. But I'm with you. I think I wish it had gotten a little bit more consideration. Yeah. Yeah. I mean, I didn't even hear talk of it. You know, I didn't hear that anyone even talked about it. Yeah. So, you know, and the reason for this is life happens, right? Yeah. But it is what it is. We move forward. What do you want to talk about next, Garfield? Whatever you want. Man, you know, I always get questions about the funeral leave. Like what can we do? What can't we do? Do we need to bring in a death certificate? Do we need to, you know, who qualifies for this? Who qualifies for that? The important part of it is that you, you know, members of your employee's family, which is spouse, child, stepchild, grandchild, father, mother, brother, sister, grandparents, mother-in-law, and father-in-law, and step-parents. All qualify for the full funeral leave, which is up to four days at eight hours pay. Yes. Yeah. And it's, you know, exactly. And it's, you know, the traveling days, you know, they say all that in there. And it's important. I mean, people want to know. I had it a couple weeks ago. Someone asked me, and they want to know to make sure they're getting paid, right? The bills keep coming, right? Yeah. Yeah. And it's important. And also, you know, is guaranteed it's a minimum, just a minimum of two days off. Yes. Okay? There's some other, you know, just want to read some more language. So just so everyone gets it. And you don't want to have to worry about if you're going to get paid. We have this in the contract. Yeah. I know you got asked a lot. You said, you know, you even said it. But, I mean, it's a bunch of times. Yeah. And people want to know they're getting paid. Yeah. And, well, it's something that people don't ever think about until they need it. And it's an unfortunate time when they do need it. And, like, it's a good question. It's a good answer for, like, as a steward to just have in your head because that's one of those things that somebody's going to come up to you and be like, hey, you know, my grandparents died. Do I get funeral leave? Like, what is it? That's something that, you know, you should have at the ready because it's going to be something that they're going to want to know, like, immediately. And they're going to have a lot of other things on their mind. And, sure, they could go look it up themselves. But this is a simple question that, you know, I like to be sure and keep in the back of my head when that kind of stuff comes up. It's important. And remember, it's Article 29, Section 2 is funeral leave. Yeah. Okay. Article 29, Section 2. We discussed that. And, you know, we just might not be at the top of the list. But, you know, if you think about it, like with the funeral leave, at that time when they're going through it and a family member has just passed away, it's one less stress they have to worry about knowing this information. Yeah. And there's a few – there's a little bit of language in there. Like, I would have loved to have seen some language added for, like, aunts and uncles, things like that. People are close to their family. Honestly, and I think the allowance for brother-in-law and mother-in-law and stuff like that, or brother-in-law, sister-in-law, that kind of stuff, you know, that only allows for one day. But, you know, that's your significant other's, you know, family, I think allowing for only one day of that is kind of shitty, personally. Yeah. Yeah. And that's one of those things I would like to see increase in, like, a future contract. Absolutely. Absolutely. I mean, that's, you know, every article, every section, every subsection, everything's important. And, you know, when you go through these contracts, every five years, you know, you want to remember, okay, wish this was in there, wish that was in there, and you want to, you know, propose those things. You know, because, hey, look, I went through it. And it usually happens where, you know, someone goes through something and it hits them personally. So that's where, you know, hey, listen, you know, I'm going to bring this up, and, you know, maybe we have this in a future contract. Another thing I'd like to point out, you know, I know some management like to be, like, hard-nosed about this, like, want to see an obituary or, you know, something ridiculous. I have dealt with grandparents, mother, you know, people in my family have died. And never once have I had a member of management ask me for proof. And, honestly, I don't really think they should. There's nothing in the contract that says that they require proof. So if you come up to a manager and say, hey, I just had, you know, I just had my parent die or my sister die or my child die or something to that effect, and the first thing they do is ask you to show them proof, I want you to tell them, you know, Garfield Hooper told you to go f*** yourself. Well, you know, that's so many words. But, yes, basically we want to get that across. It's not right. I mean, you know, that's someone in management just not, you know, thinking about the person. Not being a human being. Yeah, someone just died. So, you know, we don't encourage you to say exactly that, but how you say it, basically you're saying that, right, you know, in a better way. In certain terms, tell your manager to go f*** themselves. But, you know, please tell them that you don't, they don't require, you don't require proof and that it was a really insensitive thing to ask for. Absolutely. Absolutely. Absolutely. You know, it's, I see you're fired up, Garfield. We're always fired up. Always. We have it controlled, you know. Sometimes we come out with, you know, but, you know, the point is if they're asking that, that's a load of, you know, it's not right. But, all right, for myself and Garfield, again, once again, we appreciate everyone who listens to these podcasts. We hope it helps navigate the contract. All right, everyone, have a good night. Thanks. We all deal with national language, but on this podcast, when it comes to supplemental language, we deal mostly with the southern region. And as always, it's best to get advice from your local stewards or business agents. If you would like to reach out to us with any questions, we have an email address, 767realitycheckatgmail.com. That's 767realitycheckatgmail.com. And remember, strong people stand up for themselves, but the strongest people stand up for others. Thank you.