wonderring99
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Sounds to me like the union moderator needs to do more homework.
XPO | Tier 1 and tier 2 dockworkers
- Thread starter monkeywrench
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Songremainsthesame
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Right because taking it out on the customer is going to solve everything...
Fly-by-night
Only when you care to send the very best
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Then they go post on the thread "were our freight" well you do that and I'll tell you on another carries truck.
D
Deleted member 5115
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Well...right there is the one line that does make it pertain to your dockworkers.
D
Deleted member 5115
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catchTHErabbit
PRAISE THE LORD!and pass the ammunition PLEASE!!!!
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and maybe in 2017 ex-prez billy bob will take responsibility for his 9 poor judgement calls that allowed 9/11 to happen i'm gonna put my money on santa clause!
highspeeds
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But hurting the customer hurts the company and right now these guys are taking it out on the company any way they can.
highspeeds
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If Sanders wins we won't have to worry about work any more.
highspeeds
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I believe it's 30 hours a week. But it has to be for so many weeks. Can't remember that part.
I think you are right 30 hr's ,But one week opens the door for over time
beingpissed on
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Man I do not believe you guys. **** an moan about the things you hav a half a clue about. 30 hours a week for 4 consecutive weeks will get an employee health benifits, thanks to Obama, so that is why a lot f employers are dropping below the 30 hour rule. Nothing bout o.t. In there. That is one reason why unions started, o.t. After 8. Just keep on trucking guys
Who exactly is a “full-time equivalent employee?” Under the ACA ( Affordable Care Act/"Obama care" ) rules, generally an employee is considered full-time if he or she is reasonably expected to work on average at least 30 hours per week, or 130 hours per month. Variable hour and seasonal employees may also be considered full-time under the new ACA rules.
highspeeds
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And if the unions weren't as crooked as the corporations they would be in high demand right now.
No moaning,just having a little option
From what I understand, OT laws vary from state to state / different industries have different laws pertaining to OT, The same way Giving you a lunch break is not mandatory in some industries/ states.
Only drivers, drivers’ helpers, loaders who are responsible for proper loading, and mechanics working directly on motor vehicles that are to be used in transportation of passengers or property in interstate commerce can be exempt from the overtime provisions of the FLSA under Section 13(b)(1).
Dock workers handle intrastate freight also and it's not exempt .
Well...right there is the one line that does make it pertain to your dockworkers.
Dock workers handle intrastate freight also and it's not exempt .
Here's a court's finding regarding whether they are exempt or not .
[The plaintiff dockworkers] also agree that "loaders" are not covered by the FLSA's overtime-wage provisions. See Levinson v. Spector Motor Serv., 330 U.S. 649, 673, 67 S.Ct. 931, 91 L.Ed. 1158 (1947) (recognizing that the Interstate Commerce Commission (ICC), which originally had the authority now conferred by the MCA on the Secretary of Transportation, possessed the power to regulate the hours of loaders). A loader is an employee of a private motor carrier whose duties include loading and unloading motor vehicles "so that they may be safely operated on the highways of the country." 29 C.F.R. § 782.5(a) (defining a "loader" for the purpose of the MCA);Levinson, 330 U.S. at 652 n. 2, 67 S.Ct. 931, (approving a similar definition that the ICC had adopted). The applicable regulations recognize a loader's role in the safe operation of motor vehicles by specifying that an employee works as a loader "so long as he has responsibility when such motor vehicles are being loaded, for exercising judgment and discretion in planning and building a balanced load or in placing, distributing, or securing the pieces of freight in such a manner that the safe operation of the vehicles on the highways in interstate or foreign commerce will not be jeopardized." 29 C.F.R. § 782.5(a).
Despite these points of commonality, the plaintiffs and Watkins disagree as to whether these two dockworkers exercised the judgment and discretion necessary to be considered loaders. Rivers and Vaughn argue that genuine issues of material fact exist with respect to the manner in which they performed their duties....
[W]e believe that all reasonable jurors would find that Rivers and Vaughn exercised the judgment and discretion necessary to be classified as loaders. Their duties, consistent with the definition of a "loader," had a substantial effect on the safe operation of motor vehicles. As a result, the Secretary of Transportation had the authority to regulate their qualifications and maximum hours of service, thus making the FLSA's overtime-wage provisions inapplicable to them. We therefore conclude that the district court did not err in granting summary judgment in favor of Watkins on the plaintiffs' FLSA claims.
[The plaintiff dockworkers] also agree that "loaders" are not covered by the FLSA's overtime-wage provisions. See Levinson v. Spector Motor Serv., 330 U.S. 649, 673, 67 S.Ct. 931, 91 L.Ed. 1158 (1947) (recognizing that the Interstate Commerce Commission (ICC), which originally had the authority now conferred by the MCA on the Secretary of Transportation, possessed the power to regulate the hours of loaders). A loader is an employee of a private motor carrier whose duties include loading and unloading motor vehicles "so that they may be safely operated on the highways of the country." 29 C.F.R. § 782.5(a) (defining a "loader" for the purpose of the MCA);Levinson, 330 U.S. at 652 n. 2, 67 S.Ct. 931, (approving a similar definition that the ICC had adopted). The applicable regulations recognize a loader's role in the safe operation of motor vehicles by specifying that an employee works as a loader "so long as he has responsibility when such motor vehicles are being loaded, for exercising judgment and discretion in planning and building a balanced load or in placing, distributing, or securing the pieces of freight in such a manner that the safe operation of the vehicles on the highways in interstate or foreign commerce will not be jeopardized." 29 C.F.R. § 782.5(a).
Despite these points of commonality, the plaintiffs and Watkins disagree as to whether these two dockworkers exercised the judgment and discretion necessary to be considered loaders. Rivers and Vaughn argue that genuine issues of material fact exist with respect to the manner in which they performed their duties....
[W]e believe that all reasonable jurors would find that Rivers and Vaughn exercised the judgment and discretion necessary to be classified as loaders. Their duties, consistent with the definition of a "loader," had a substantial effect on the safe operation of motor vehicles. As a result, the Secretary of Transportation had the authority to regulate their qualifications and maximum hours of service, thus making the FLSA's overtime-wage provisions inapplicable to them. We therefore conclude that the district court did not err in granting summary judgment in favor of Watkins on the plaintiffs' FLSA claims.