TForce | Seniority and the bids (long)

We all just went through bids. As far as I can see their are numerous problems with it and different interpretations.

Let me throw this one at you.

According to the contract (section 5)

(d). For full-time employees there shall be two seniority lists, “local cartage” and “over-the road.” There shall also be a separate “casual local cartage” seniority list. Employees in the following classifications shall be included on the local cartage seniority list: all truck drivers, helpers, dock workers, jockeys, and such other employees as may be presently or hereafter represented by the Union, engaged in local pickup, delivery, and assembling of freight.

We had a note on the bids saying we could not bid on dock positions. Now, I am currently the bottom guy on P and D. But, We have another list for dockworkers to bid on.

So we had 3 lists in our terminal. Myself, the guy above me and the guy above him wanted to bid on dock. Why? Because they work the most hours in the winter.

Here's how it works in our place. List 1. P and D. The current bid has 15 90% guarantee. 1 N/G and 2 that are on call.

List 2. Road Drivers

List 3. Dock.

Now the previous way the bids were if I bid on a Dock position I would be bumped to the bottom of that list. If a dock guy had a chance to bid on the P and D list then he would be at the bottom of that list.

But, the contract states (above) that their should only be 2 lists and dock workers and drivers should all be on the same list.

Does this sound right? It sounds wrong to me(the 3 lists). Why would I want to bid on an AD Hoc position of being on call when I can bid on Dock and at least come into work for 4 or 5 hours a day plus some (because our dock workers go out all the time here. Not everyday, but alot) Then they are ending up with more hours than us!!!

The TM just told the one guy that he could have bid on a dock position. So now we are going to go through that. We are also filing the 90% rule because of the way the bids came out.

Just too much crap going on. How do you guys do it your terminal? Do you have 2 or 3 lists. and do guys have the opportunity to bid on a dock position and bump. We apparently don't have that option.

I interpret that anyone of us should have been able to bid on a Dock position and if we bid on a dock position then those guys who were hired after us who are employed as dock w/cdl should be bumped down (unfortunately maybe move them into a casual position). I also interpret that the way the contract is written that if dock/jockey/P and D are supposed to be all on 1 list then that would change the 90/10 rule for all dock/jockey P and D employees.

I think I have it right on. Curious as to what and how you all do it?

New England, ONE LIST, bid anywhere we want.

..dock workers w/out cdl are Red Circled and cant bid on pd...pd guy guy bidding on dock..ie... start time ....mmm,interesting...if he`s got the senority he should be able to bid where he want`s to..imhho

..ok we know about the one lists..grrrr....been told there is cut-off on the number of employees at location that they will allow to have a one list...ok why I asked...(inset cricket chirp here)........

The 90/10 is separate for dock, city, jockey and road. If you are qualified you are allowed to bid. The problem seems to be is, the management can't seem to squeeze there old way of doing things into our new contract.


Ad/hoc is only for temporary work. No full timers are ad/hoc. That clause is for temps. File on that, all full timers must be awarded a bid start time. Other wise you have seniority violations everyday. A man who is on call/ad-hoc can't be given any work ahead of any senior man, that would violate the ability of the senior man to choose that start time and or work.


We are going through the same thing. The management thinks they can just post as few bids as they need to, and make some drivers (ad-hoc). Nonsense! All full timers must be awarded a bid start time. That clause on unscheduled full timers does not say (on call), it says to handle unscheduled and ad/hoc work. It is simple.

File one grievance that says all full timers not awarded bids. It will cover everyone for grievances for the guarantee.

The only way to decrease the guarantee is through layoff.

What if the "ad hoc" is a senior employee? At our barn, I am listed as ad hoc and I have seniority over drivers that hold bided runs.

At my terminal, we weren't able to bid on dock positions, as we only have 1 fulltime position, the rest are casuals. I told the tm, I wanted to work evenings on O/B shift, he told me I couldn't, I accept whatever hours they give me, or be laid off. I'm a fulltime Dock w/ CDl non-guaranteed, have a schedule posted every Friday, and could be either morning/evening shift depending on work loads.

what if your barn has 2 locals? how many lists are used then? we have one full time dock and one casual dock, one road drivers and one city drivers.. the city can't bid on the road or the dock, different local, dock and road can't bid on city differnet local. road can't bid for the dock , but can have thier run cut and told to work dock, but can't bid, told when to go in. if you run the city and run gets cut you sit by the phone. don't look for anouther job because your on-call 24 hours a day. and smile, have a nice day.

snyds43123 said:

What if the "ad hoc" is a senior employee? At our barn, I am listed as ad hoc and I have seniority over drivers that hold bided runs.

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That is impossible. There should be NO "ad-Hoc" bid. As Steward said above, all start times are bid. Ad-hoc is a "temp" position to be used for unusual circumstances, not daily or weekly work. It was clearly communicated at the national panel. The company has to post start times for every full-time employee, if they do not, then you have to be vigilant in filing grievances for ALL seniority violations. ALL Full-Time employess are counted towards the 90/10. Many managers are trying to twist the 90/10 & Ad-Hoc interpretations to lower their guarantee and get around seniority.

You have to be vigilant and file the grievances...

UPSFreightDUI'd said:

At my terminal, we weren't able to bid on dock positions, as we only have 1 fulltime position, the rest are casuals. I told the tm, I wanted to work evenings on O/B shift, he told me I couldn't, I accept whatever hours they give me, or be laid off. I'm a fulltime Dock w/ CDl non-guaranteed, have a schedule posted every Friday, and could be either morning/evening shift depending on work loads.

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You have to sit down with your stewards and BA and grieve this BS. THERE IS NO FULL-TIME DOCK CDL. You are either Local Cartage or Road. That's it if you have a CDL and are full-time.

THERE ARE ONLY 4 classes of workers under the Contract: Road, Local Cartage(CDL or non-CDL), Casual, or Temp (ad-Hoc). No one that was full-time before the contract can made an Ad-Hoc. No terminal with employees on lay-off can have Ad-Hoc.

Huh?

TX_jarhead said:

You have to sit down with your stewards and BA and grieve this BS. THERE IS NO FULL-TIME DOCK CDL. You are either Local Cartage or Road. That's it if you have a CDL and are full-time.

THERE ARE ONLY 4 classes of workers under the Contract: Road, Local Cartage(CDL or non-CDL), Casual, or Temp (ad-Hoc). No one that was full-time before the contract can made an Ad-Hoc. No terminal with employees on lay-off can have Ad-Hoc.

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I'm curious. Why can't a terminal with laid off employees have ad hoc employees?

P.S. It sounds like Laid Off 90% is from Chicago where Road & Dock are represented by Local 710 and City P&D are represented by Local 705.

TrueTeam said:

I'm curious. Why can't a terminal with laid off employees have ad hoc employees?

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Simple seniority violations. Full-time employees on lay-off work ahead of casuals. Ad-Hoc (temps) are casual employees.

Also ask yourself this: How can there be "extra-work" if there are employees on lay-off? "Extra-work" is work, over and above that of the "normal-work" load, which at "normal-work" volumes everyone is working.

How you define the question is more important than you think...

TX_jarhead said:

Simple seniority violations. Full-time employees on lay-off work ahead of casuals. Ad-Hoc (temps) are casual employees.

Also ask yourself this: How can there be "extra-work" if there are employees on lay-off? "Extra-work" is work, over and above that of the "normal-work" load, which at "normal-work" volumes everyone is working.

How you define the question is more important than you think...

Click to expand...