Holland | Just a question.

Northern Flash

Today's Democrats are similar to Commies.
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Since you guys obviously have a shortage of drivers and can't make service to the customer because of your driver shortage, would you guys be offended if the company re-hired old employees at the top pay rate and skip the 3 year pay progression period? It's obvious at this point, that your starting pay rate, minus the 15%, isn't enough to bait in new drivers, so the shortage continues.

The reason I ask is because of the driver shortage and service failures that come from the shortage, you guys can't get back on track if you don't service the customer as agreed to. And since your top pay (minus the 15% of course) is less than some of the competition's starting pay, you can't and won't find drivers to come to you, they will go elsewhere.

Before you get all :shit:ty with me about this question think about it for a minute. Does servicing the customer mean anything to you and your future, or does your jealously and envy stand in the way of your company's future and survival?

What about a shortened pay progression period of say.....one year to get to the top pay?

My point is that the current offering clearly isn't enough to bait any veteran drivers back, so what say you?
 
I'm probably wrong, but I believe I remember them doing something similar to that when they closed Red Star in New England area..they let those drivers go to New Penn at full scale...I might have my fats jumbled, but there in those lines
 
Im not Holland but imo,I wouldnt have a problem with pay as much as I would being able to bump guys off their runs..
 
they do this when they want to anyway, the contract sets minimums, but if a TM has a buddy that wants a job, nothing is holding him back from starting him out at full rate.

you thinking about coming back and beating on some sterlings?
Naw. I had enough fun there. Yellow. Ruined it I took my retirement.
But I sure hope Holland gets out on their own and let them do their own thing again. Maybe the fun would return with that
 
Naw. I had enough fun there. Yellow. Ruined it I took my retirement.
But I sure hope Holland gets out on their own and let them do their own thing again. Maybe the fun would return with that
Holland was definitely the best in their ..hey day ..they had the Midas touch
 
Since you guys obviously have a shortage of drivers and can't make service to the customer because of your driver shortage, would you guys be offended if the company re-hired old employees at the top pay rate and skip the 3 year pay progression period? It's obvious at this point, that your starting pay rate, minus the 15%, isn't enough to bait in new drivers, so the shortage continues.

The reason I ask is because of the driver shortage and service failures that come from the shortage, you guys can't get back on track if you don't service the customer as agreed to. And since your top pay (minus the 15% of course) is less than some of the competition's starting pay, you can't and won't find drivers to come to you, they will go elsewhere.

Before you get all :shit:ty with me about this question think about it for a minute. Does servicing the customer mean anything to you and your future, or does your jealously and envy stand in the way of your company's future and survival?

What about a shortened pay progression period of say.....one year to get to the top pay?

My point is that the current offering clearly isn't enough to bait any veteran drivers back, so what say you?

No problemo with me. You do go to the bottom of the board though, and earn your seniority back like starting from scratch.
 
they do this when they want to anyway, the contract sets minimums, but if a TM has a buddy that wants a job, nothing is holding him back from starting him out at full rate.
Is it factual that some people have been re-hired at top pay, or just CB talk?

you thinking about coming back and beating on some sterlings?
Assuming that this was addressed to me........
I have little to no interest in ever working at any YRCW company again. And with the current pay structure, there is zero chance of me ever returning. And unless the starting pay for us veterans was at (or near) topped out, we'd go elsewhere instead of Holland. For guys like myself, the training and experience has value, and you won't get guys like us to come back to help out, paying us less than the competition does. We would require zero training and zero risk, so the company would have to sacrifice some pay to sweeten the bait pile.

I wouldn't say that I'd never come back, but when everyone else has a more stable future, why would we start over at a YRCW company? Starting over there is a risk from our standpoint, so the company is going to have to make sacrifices to ever get any of us back.

My blood still has a hint of orange to it, but not enough to bring me back to low wages and a black cloud hanging over my head.
 
they do this when they want to anyway, the contract sets minimums, but if a TM has a buddy that wants a job, nothing is holding him back from starting him out at full rate.
I have heard of another company that did already do this for veterans after they proved themselves to be legit. They were already at top pay after two years, when the pay progression is written as three years.
 
Im not Holland but imo,I wouldnt have a problem with pay as much as I would being able to bump guys off their runs..
Time out!
My post never said anything about being able to bump anybody off their runs, I would be completely against any current employees getting the shaft by any of us returning. No dovetailing or any of that crap, the new guys would go to the bottom as they should. It's about pay ONLY.
 
No problemo with me. You do go to the bottom of the board though, and earn your seniority back like starting from scratch.
:1036316054: I completely agree.

When I quit, they told me that I couldn't transfer to my new home's closest terminal. They said that I had to quit and start as a new employee with zero anything. I had corporate YRCW on the phone and tried to negotiate. I wanted to keep my top rate wage, and my four weeks of vacation, (picking my vacations LAST, after everyone else) they said no, it's against corporate policy. Then I offered to just keep my vacations and pick last, they said no, it's against corporate policy. I said, fine, I'll go work for someone else then, since you have nothing to offer me to stay.
Now they are desperate for drivers, and are too stupid to sweeten the bait pile.
 
Since you guys obviously have a shortage of drivers and can't make service to the customer because of your driver shortage, would you guys be offended if the company re-hired old employees at the top pay rate and skip the 3 year pay progression period? It's obvious at this point, that your starting pay rate, minus the 15%, isn't enough to bait in new drivers, so the shortage continues.

The reason I ask is because of the driver shortage and service failures that come from the shortage, you guys can't get back on track if you don't service the customer as agreed to. And since your top pay (minus the 15% of course) is less than some of the competition's starting pay, you can't and won't find drivers to come to you, they will go elsewhere.

Before you get all :shit:ty with me about this question think about it for a minute. Does servicing the customer mean anything to you and your future, or does your jealously and envy stand in the way of your company's future and survival?

What about a shortened pay progression period of say.....one year to get to the top pay?

My point is that the current offering clearly isn't enough to bait any veteran drivers back, so what say you?
I know everyone's circumstances are different. But why would anyone who left even want to go back? The last year I was there it seemed like the powers that be shrugged their shoulders and had no clue or cared about what to do!
 
Things change in people's lives. In my own case, I realize now that my pension that I had planned for, won't be there now, and I'm not going to wait until it's too late to fix that income shortage that will come later in my life. But that's just me. I don't wait until the ship has completely sank. You fix the hole and bail out the excessive water. But an unstable company isn't going to fix much if it only last a short period of time.
Once a month I get another notice from Central States Pension plan that pretty much assures me that I'll never get a penny of my pension that I had planned for.
 
Time out!
My post never said anything about being able to bump anybody off their runs, I would be completely against any current employees getting the shaft by any of us returning. No dovetailing or any of that crap, the new guys would go to the bottom as they should. It's about pay ONLY.
Like I said,or meant to,no problem with pay..
 
Is it factual that some people have been re-hired at top pay, or just CB talk?

Assuming that this was addressed to me........
I have little to no interest in ever working at any YRCW company again. And with the current pay structure, there is zero chance of me ever returning. And unless the starting pay for us veterans was at (or near) topped out, we'd go elsewhere instead of Holland. For guys like myself, the training and experience has value, and you won't get guys like us to come back to help out, paying us less than the competition does. We would require zero training and zero risk, so the company would have to sacrifice some pay to sweeten the bait pile.

I wouldn't say that I'd never come back, but when everyone else has a more stable future, why would we start over at a YRCW company? Starting over there is a risk from our standpoint, so the company is going to have to make sacrifices to ever get any of us back.

My blood still has a hint of orange to it, but not enough to bring me back to low wages and a black cloud hanging over my head.


no CB talk, there was a grievance posted in DA about this happening in Wisconsin somewhere. it was for a YRCF barn, but why would that matter, we are a YRC barn now too. that's why I talked to my BA about it, and he said he has watched BS like this happen for years, as there is some sort of NLRB ruling that contracts only set minimums.
 
no CB talk, there was a grievance posted in DA about this happening in Wisconsin somewhere. it was for a YRCF barn, but why would that matter, we are a YRC barn now too. that's why I talked to my BA about it, and he said he has watched BS like this happen for years, as there is some sort of NLRB ruling that contracts only set minimums.
Yrc in Wasau. Contracts do only set minimums. Back in 2000 Roadway in Milwaukee was putting on linehaul drivers. After probation they went right to full scale.
 
They might have to implement that procedure again.
I see that YRC just had a job fair here locally.........and no, I didn't go.

I was just rating the carriers with my wife yesterday.......YRC came in second from the bottom. Just above Central Transport.

*No disrespect to the employees of YRC, just the organization as a whole.
 
..........but all the LTL companies are missing pick-ups & dels & loads sitting at nite with no driver's !!
Everyone on occasion misses pick-ups and delivers. But for the most part that is the exception, not the rule. At the YRCW companies, service failures have obviously become normal.
 
Agree they have a BIG problem with shortage of Driver's , and YES more MONEY would be a good way to start !! as the saying goes , SHOW ME THE MONEY !!!! but all the LTL companies are missing pick-ups & dels & loads sitting at nite with no driver's !! so come on JAMIE show us the money !!!
Not going to happen Wong. Even If you let Jamie beat you every week golfing. None of the LTL's want to give up pocketing the difference of starting pay to full scale. They treat experienced drivers like a driving school graduate as far as starting wages!!!
 
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