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FedEx Freight | Let's start working on a CONTRACT.

Nothing wrong with talking about the contract. We need to because some drivers do not understand the union and what they're even voting for. What was outlined in the main post is not outlandish at all. Look at the upsf contract, it's pretty close to that.
 
SwampRatt said:
Employees Covered:

This Agreement covers those employees who are employed as
drivers, either road or city

Compensation:

FedEx agrees to pay the “prevailing wage” for the LTL industry. That wage is (as of 1-1 15) $27.15 (UPSFreight), and will be matched or exceeded at the highest paid centers. The dollar amount required to match said wage will be used a guide and all centers wages will be raised by an amount equal to that increase. Example: if it takes $1.10 to match the prevailing wage at highest paid centers, that same $1.10 will be added across the board at all centers.

The various classes (A.B,C, etc) used to classify centers MUST be re-evaluated every 5 years to reflect changes in costs of living in the various areas.

Raises going forward will occur annually (date to be determined) and exceed increases in consumer price index (CPI) by no less than .4%. (.004), calculated by multiplying increase in CPI times 1.004. This figure will then be multiplied by current center pay grade, the resulting figure will be the amount of the annual increase.

Insurance: Insurance terms and costs to employees shall be locked in for a period of no less than 4 years or the length of this contract, whichever is a longer period. Any increased cost to employees will occur at the same time as wage increases

Pension: Company contributions shall begin after 1 year of employment at a rate of 4% of wages and increase 1.5% after 4 years and ever 5 years thereafter. Topping out at 10% at 20 years of service and continuing for the employee’s remaining years of service.

401K: Company will continue to match employee contributions at a rate of 50% on all amounts up to 6% of wages contributed by employees who choose to participate.

Return of the quarterly bonus, which was promised as a way to offset a less than adequate raise in the year it was introduced. This can be paid through legal US currency or Company Common Stock or Stock options.

Seniority:

There will be 2 seniority lists. One for local (city) and one for road (line haul).

In the event of a layoff, one (combined) list will be used and it will be based on company seniority.

All city routes, road runs, and vacations will be bid by seniority.

Extra board /Unassigned/ Flex bids shall not account for more than 15% of the total bid number.

Extra work shall be offered to available extra board/unasigned/flex employees first, then put up for volunteers based on seniority. Saturday and Sunday work shall be considered extra work. Failure to follow this procedure shall result in the effected employee being compensated for the lost earnings, upon request.



Third party contracts.

Purchase Transportation (outside Carriers) shall only be used in the case of “dire need” unless all drivers in the effected job class have work of an acceptable and similar nature, except as agreed to and allowed by this contract to reflect fluctuations in freight volumes, for example end of month, or in limited, agreed to percentages to allow minimal rail movement in the agreed lanes and for agreed to distances.



Rules:

Rules governing conduct and practices shall be in written and printed (hard copy) form and remain in effect until the next printing and subsequent distribution date.

Reviews/Appeals shall be conducted by a panel, a majority of which are peers. City drivers reviewed by city drivers, Road, by road etc. Minimum 4 out of 5 members of review panel must consist of parties of the same job class.

Corrective action forms MUST be signed by the person receiving said action. Any counter arguments may be noted before signing. If the employee refuses to sign on 1st request, then 2 witnesses must be present on the second request and sign statement that the person did indeed refuse to sign.

Just the start... add to it or flame away...
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This is about as funny as it gets. You should really read what you post, because if you think you are going to get half of this than i have ocean front property i will sell you in Arizona.
 
Same for the company saying they would never sign a contract without a management clause. Pipe dream by management, because no one would sign that.
 
You might as well vote to join. After this, Fedex will most likely turn up the heat so there is a constant turn over like Conway is attempting to do now. High turn-over = no union. So you have nothing to lose by voting yes.
 
At first you guy's said it wasn't about money it's all about job security.Now look at what you are asking for.I'm just as confused as the next guy who has not signed a card.I'll be retired in a few years this is not going to help me any way.....GOOD LUCK TO ALL.
 
BrysF150 said:
Same for the company saying they would never sign a contract without a management clause. Pipe dream by management, because no one would sign that.
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Would you ever work without a contract??? Because if you think a management clause isn't going to happen, you may have to work without a contrat for quite some time.
 
PurpleDrool said:
When the dust settles, we will have to come up with the smartest minds amongst us to "engineer" a well thought out contract that benefits us all. It WON'T be perfect, but that's what we will always aim for every time the contract comes up for renewal, better, always. NOBODY is going to have to settle with, as you put it "inept or half assed representation. We will not settle for mediocrity with the TEAMSTERS, and I am sure they agree. We will ALWAYS shoot for THE BEST, without getting too greedy. GREED DESTROYS!!!
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Drool, you've tossed about the the term GREED several times. I work at one of the lower paid centers. If I had, even an ounce of greed in me, I would have suggested the prevailing wage across the board. I'll be at 23.68 while prevailing wage would be 27.15. Quite an increase. I didn't go for that, in an effort to be reasonable.
 
indian man said:
At first you guy's said it wasn't about money it's all about job security.Now look at what you are asking for.I'm just as confused as the next guy who has not signed a card.I'll be retired in a few years this is not going to help me any way.....GOOD LUCK TO ALL.
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Some say it's not about the money, for some it is. Don't lump everyone into one basket. My post was a partial example of why I think a contract could look like. I was posting MY thoughts., and mine alone. Don't blame the group, blame me. I hoped others would post their own versions or thoughts on what could be added. Again, I asked for less than the competition, cost wise, in every instance.
 
PurpleDrool said:
PEOPLE, let's not get too ahead of ourselves!!! I know there is a lot of excitement in the air, but this process has just started and we have a LONG way to go yet. SW, you need to sit back, relax, and learn. No offense, but let the experts tell us when it's time to bring our thoughts together as UNION, and engineer a contract. Now is not the time. AND wages should not be the main focus when putting together a contract. Though, contrary to most people, wages always take front seat, that's when people start bickering amongst each other. Wages should be one of the last things to negotiate. Think about it and you will find enlightenment.
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yrc-atm said:
Why dont you concentrate on the vote. You are getting ahead of yourself
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I want to take a moment to admit that you were both ABSOLUTELY correct. While I still stand by everything I said, IN PRINCIPAL... I think in PRACTICE I should have, in fact, kept things a little more vague.

We should have the discussion about what we really want, but I can (now) see where it will lead. I hoped it would provide a list for future reference, instead it's done little to add to the conversation. Only a few have added much of value.

Again, I was wrong.
 
If anyone would like to salvage this thread going forward, Please post things you's like to see. I'll keep a list and submit it through the proper channels when appropriate. Other than to "like" suggestions, I'll try to stay out of this discussion.
 
SwampRatt said:
Drool, you've tossed about the the term GREED several times. I work at one of the lower paid centers. If I had, even an ounce of greed in me, I would have suggested the prevailing wage across the board. I'll be at 23.68 while prevailing wage would be 27.15. Quite an increase. I didn't go for that, in an effort to be reasonable.
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SW, my posts target everyone. These are not just about you, so let's get that straight. I have been member of unions before, and when it comes time to negotiate and renegotiate, the first and almost only thought is about MORE PAY. They forget the BROADER picture. so, your homework is to read my replies on this important subject AGAIN. :)
 
PurpleDrool said:
SW, my posts target everyone. These are not just about you, so let's get that straight. I have been member of unions before, and when it comes time to negotiate and renegotiate, the first and almost only thought is about MORE PAY. They forget the BROADER picture. so, your homework is to read my replies on this important subject AGAIN. :)
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That's why you need someone at the top that's knows collective bargaining and not a sell out.... IMO, Hoffa ain't the guy no more.... But right now, he's all the Teamsters have...
 
assman said:
This is about as funny as it gets. You should really read what you post, because if you think you are going to get half of this than i have ocean front property i will sell you in Arizona.
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You totally missed the point! I used to love people like you back in my car selling days. :duh:
 
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