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XPO | Xpo Union Thread.

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ScotchNeat said:
Because companies are bound by contract and unable to arbitrarily chance policy including pay, they lose a critical degree of flexibility to adjust to rapid changes during times of economic volatility. The YRC Teamsters were given a choice a little over 10 years ago. Take a 15% pay cut and 75% pension reduction or we close the place up.
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Which goes to show that Teamsters are attuned to the needs of the companies they serve. Had the Teamsters not allowed that flexibility, YRC would certainly be gone by now. Keep in mind that many companies cry poverty to limit the compensation packages of their employees. "We can't afford it", they'll say. The beauty of Teamsters representation is their ability to obtain and understand the financials of these companies to determine the real situation with respect to what they can and cannot afford. You can't do that on your own. On your own, you have to take their word for it.
 
ScotchNeat said:
If I were a YRC driver I'd be concerned over the future of my company and I would have come to resent the union because when your company is only keeping 2 cents on the dollar, the union, with it's stifling work rules and job classifications is certainly offering little help in improving profitability.
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The union has absolutely NOTHING to do with O/R. That's a management issue. Onerous job classifications and stifling work rules are a thing of the past.
 
ScotchNeat said:
driver trainer, driver trainer manager, district safety manager, all the drivers involved with the ELD rollout. These are opportunities for drivers who have potential outside their job description to pad their resumes and learn more about their company, and make new friends and colleagues.
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I'm not sure that union companies don't have these opportunities, as well. I have to admit I don't know. As far as the heart of this post, I have taken every opportunity to partake in all of these extra curricular activities. I was a driver trainer, VVT member, Lean Team member, drive cam coach and now, a safety committee member. I enjoyed every minute of it, but NOT ONCE did it give me any opportunity or consideration to be anything but a DSR. Neither Conway nor XPO advocate for DSR's to advance into the upper hierarchy of the company. It happens, but rarely. If you look around you, most of the Conway legacy, who did rise up through the ranks, are gone. Instead, we have college graduates who never drove anything but their A/T car to and from work.
 
ScotchNeat said:
For myself, I can't do mediocrity, I can do conformity and for me, other than health insurance I don't see myself happy in a union environment.
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Mediocrity is not a Teamster trait. Plenty of it exists in our XPO family right now. In fact, my theory has always been that a happy employee is a more productive employee. Teamster benefits make for happier and therefore , more productive employees.
 
Hollywoodz said:
Had the Teamsters not allowed that flexibility, YRC would certainly be gone by now.
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The Teamster had no choice with YRCW. The Teamster could not afford to lose any more members after over 15,000 lost their job when CF closed. Just think what would the Teamster be like now if another 40,000 more lost there job if YRC would have closed. It make you wander how many Teamster LTL companies would be around today if they allowed that flexibility you talk about. It was a business decision.
Hollywoodz said:
You can't do that on your own. On your own, you have to take their word for it.
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Every public company MUST publish a P&L statement every quarter. They are not hard to read or understand. I get one for every stock I own. So this must be why the Teamster have never gone after the private held companies like Estes?
 
Trucker 206 said:
How much does XPO pay you to discourage organization? I mean, that’s what you are, right? An operative (your words) to try at ANY cost to squash the union drive? I worked for Conway for three years...my FIRST DAY on the job consisted of watching some ‘training’ videos. One video was pure anti-union CRAP!! Tell me...how in the (sexual intercourse) is that a TRAINING video?

You go right ahead and keep on LYING to everyone on this board about who you are, but I think we all know what’s what here. Go right ahead on collecting your ‘blood money’ too. Ignore list.
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Conway did not hide a single thing from you. They showed you anti-union videos because they were an anti union company. Doesn't seem like that's too hard to understand. If you thought by joining Con-way you would be getting a Union contract brother I don't understand what you're thinking. I joined Con-way knowing they were anti-union and that fit right in with my politics. I didn't come into the company trying to change it I came to the company knowing what I wanted and knowing what they provided. If you joined wanting the Union at Con-Way that's your fault. Now I'm not trying to change anybody's mind. I only speak for myself. And speaking for myself when I think of a union I think of a dog raising a leg against the tree. **** on it.
 
Hollywoodz said:
I'm not sure that union companies don't have these opportunities, as well. I have to admit I don't know. As far as the heart of this post, I have taken every opportunity to partake in all of these extra curricular activities. I was a driver trainer, VVT member, Lean Team member, drive cam coach and now, a safety committee member. I enjoyed every minute of it, but NOT ONCE did it give me any opportunity or consideration to be anything but a DSR. Neither Conway nor XPO advocate for DSR's to advance into the upper hierarchy of the company. It happens, but rarely. If you look around you, most of the Conway legacy, who did rise up through the ranks, are gone. Instead, we have college graduates who never drove anything but their A/T car to and from work.
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I know ABF has a management trainee program & it was very easy to find that out, but some choose to throw as much ::shit:: & see what sticks as long as it fits their agenda....
 
Hollywoodz said:
Which goes to show that Teamsters are attuned to the needs of the companies they serve. Had the Teamsters not allowed that flexibility, YRC would certainly be gone by now. Keep in mind that many companies cry poverty to limit the compensation packages of their employees. "We can't afford it", they'll say. The beauty of Teamsters representation is their ability to obtain and understand the financials of these companies to determine the real situation with respect to what they can and cannot afford. You can't do that on your own. On your own, you have to take their word for it.
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I worked at a company that when it was new contract time the owner would wear torn up clothes and duct taped gym shoes for a few weeks and say he had to get a bank loan to pay the electric bill
 
Hollywoodz said:
They have been representing Miami for nearly 5 years. Not one cent. Why 5 years, you say? Because the company is very happy to delay this process, hoping somebody , somewhere will grow frustrated and give up. When we receive support from some of the other terminals considering representation, only then will we have the power to negotiate the contract we want.
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Bringing this response over from another thread, since it's union related and here is my question. What difference does it make if there are 6 or 400 terminals that have certified the Teamsters if the company wants to drag out the process, what's going to stop it from doing so?
 
ScotchNeat said:
Bringing this response over from another thread, since it's union related and here is my question. What difference does it make if there are 6 or 400 terminals that have certified the Teamsters if the company wants to drag out the process, what's going to stop it from doing so?
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A strike. Work stoppage company wide versus a handful of locations would be crippling
 
ScotchNeat said:
Bringing this response over from another thread, since it's union related and here is my question. What difference does it make if there are 6 or 400 terminals that have certified the Teamsters if the company wants to drag out the process, what's going to stop it from doing so?
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A strike is the most powerful tool in the union toolbox. If 6 terminals decided to strike and even if they received 100% support from their drivers, it would be a problem for XPO, but they would certainly decide to wait it out. The advantage would be with the company. If 50 or 100 terminals decided to strike, they could put a complete halt to the company's operations. No one wants a strike. It's bad for the drivers and bad for the company. But, sometimes, it's the only way to get their attention. Often times, just the threat of a strike brings unreasonable people to a position where they are willing to negotiate an issue. Team Care would be a prime example of an issue that could be resolved in our favor, as a result of a strike. It could be tweaked to be "cost neutral" to the company and they would be hard pressed to risk millions of dollars in lost revenue for an issue that would not affect their bottom line.

I'm not asking you to believe that we can get ANYTHING we want through a strike action, however, we can definitely improve our working conditions and compensation packages through collective bargaining. Most importantly, we can protect our jobs. As it stands now, they will only give us what they feel they must in order to keep the Teamsters away. If the campaign fails, we will all feel the negative effects and fairly quickly, at least in my opinion. When you look at what's going on throughout the system, it's obvious that this company envies the "Ceva" model. It's the asset light philosophy that they have wanted to implement from day one. They are testing it out already in some markets.
 
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