What you say is true. Unfortunately I have seen some of the “ good ole boys” who were biggest slackers that management loved, they would be the ones making the most in your world. We had dispatchers that rewarded the hard workers with OT on the street and the slackers were brought back and sent home.
Yellow | Darren’s letter to court
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Dok, do you understand why?? First, until 2009 anyway, paying the overtime to a guy who was already in the street cost less than putting another person and another truck on the street. The dispatcher realized that the slacker ws going to suck up that overtime and the hard working guy was going to get more accomplished. Hence they would put the work onto the hard-working guy. It was cost-efficient.
Unfortunately at my home terminal as the senior guys got tired of carrying the extra and retired or quit to find greener pastures the replacements took lessons from the slackers and comp kings so less and less got done a simple trailer swap to a distribution center went from 2 hrs to 7 hrs + lunch ........................................supervisors complained a about it but did nothing the last terminal manager actually said "it is what it is what do you want me to do?"
I've seen a few drivers get fired for stealing time.
They had no one to blame but their self.
We had one fired 3 times he finally retired............................
It’s called, taking the least path of resistance. Management didn’t want to listen to the lazy, whiners, complainers, and every other excuse they came up with as to why they couldn’t take a certain stop, pickup, or dock assignment.
If they could have gotten rid of the clock milkers in the last terminal I was at, probably 25, out of 65 would have been out the door. But again management tolerated them, and dumped on the people who did their job.
If we're all going to be honest here, we have to admit that in our Union environment it's much harder to get rid of a slacker. Just the hassle of it makes management take a pass and resort to giving the "good guys" the work. I've seen it and I'm sure most of us have. Sad but true.
It is true in the non union environment also...
But my point was that it's harder to discipline a bad actor in our Union environment. The whole point of representation is to contest and challenge discipline. That alone makes the process more difficult for management. It's part of why we pay dues.
No doubt even in a non-union environment I'm sure some managers would rather pass off work to a "good guy" rather than deal with the slacker. That's human nature.
I guess that's the reason the dispatchers always gave me the lightest load and a newer truck.But my point was that it's harder to discipline a bad actor in our Union environment. The whole point of representation is to contest and challenge discipline. That alone makes the process more difficult for management. It's part of why we pay dues.
No doubt even in a non-union environment I'm sure some managers would rather pass off work to a "good guy" rather than deal with the slacker. That's human nature.
I'm so likable.
I don't disagree with you, but the reason it is like that is to make it fair...easier to rail road someone you don't like in a non union environment....But my point was that it's harder to discipline a bad actor in our Union environment. The whole point of representation is to contest and challenge discipline. That alone makes the process more difficult for management. It's part of why we pay dues.
No doubt even in a non-union environment I'm sure some managers would rather pass off work to a "good guy" rather than deal with the slacker. That's human nature.
Union or not. The company had the ability to correct the problem’s. Unfortunately with Yellows lower pay scale and shaky history they were unable to attract and retain quality employees as in the past. The cdl training program was a failure as well. If a driver completed the program once they had some experience they moved on. At Holland the last 15 years the turnover was terrible compared to prior years. Consequently the company was forced to hire anyone with a CDL and a pulse.But my point was that it's harder to discipline a bad actor in our Union environment. The whole point of representation is to contest and challenge discipline. That alone makes the process more difficult for management. It's part of why we pay dues.
No doubt even in a non-union environment I'm sure some managers would rather pass off work to a "good guy" rather than deal with the slacker. That's human nature.
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I know a union place that didn't shy away from dealing with slackers...A-P-A and I'll bet New Penn but never worked there, how bout UPS? Those package guys bust their butt every day
For a time recently every LTL company had a hard time attracting help. Remember the previously unheard of sign-on bonuses even ABF was offering? Had them on huge billboards along the Interstate.
The UPS hustle work culture has been in place for a very long time. Not necessarily so for old time unionized LTL unfortunately.
I would also take a guess that in general, regional carriers like APA and New Penn had more of a "hustle" mind set because of the next day nature of their business.
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And therein lies a great deal of the problem. That supervisor tried to do what they're supposed to do (hold a slacker's feet to the fire) and their TM wouldn't back it up. Shame on the slacker, shame on the TM. This significantly factors in to why we are no longer.
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Sad part is, he didn't learn the first time (or the second or the third).
Apparently he learned that he could get fired and the union would get him his job back, more than once.