Yellow | My 2 cents worth (minus 15%) on why this should be voted down:

Kennesaw Kid

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Sorry in advance for the long post....But it is necessary.....KK

My 2 cents worth (minus 15%) on why this should be voted down:

1: Do not sell your soul for the “bonus” they are proposing…it is not income to be taxed, it is a bonus that the IRS will tap for a 45% tax and will have to see if you get any back at the end of the year when you file your taxes.

Giving up a raise for April 2014 ($.40 @ 40 hours per week is $832.00 a year) it will be a loss of income of –$82 for that year minimum. (Does Not Count Your OT)

We DO NOT get a raise for the first 2 years. A Bonus is not a raise, it is a carrot on a string.

In April 2015, the same applies EXCEPT, if you have NOT been an “active employee for the prior twelve (12) months, you will get NOTHING in a bonus, due to you being laid off. You can see where this one can be abused…lay off employees in the 4th Q of 2014 and they will save tons on not having to pay you a bonus…. DO NOT BE FOOLED!

2: THERE WILL BE NO WAGE INCREASES for “Clerical employees, non-CDL employees dock employees, janitors, and porters for FIVE (5) YEARS”

If you are a Hostler without a CDL, this will include you too!

We should all stand together and fight this effort of making these Brothers & Sisters a “second-class Teamster! An injury to one is an injury to all!

3: PENSION CONTRIBUTIONS: They will ONLY pay 25% for the 2009 rate until 2019…. 10 YEARS WITHOUT increased contributions!

We have not gotten ANY comments on how Central States and all the other Funds feel about this and what it could do to jeopardize the Pension Funds.

4: HEALTH & WELFARE FUNDS: NO INCREASE IN 2014…2015 ONLY AN INCREASE OF $.35 AND $.50 FOR 2015 BEFORE IT GOES TO $1.00 FOR 2016/2017 & 2018…. Who do you think will make up the difference if this is passed and the Funds come up short during these 5 years? You and I because the members voted it in and the Employer will NOT be responsible for ANYTHING outside of what was voted in! DON’T BE FOOLED!

5: Profit Sharing Bonuses: SERIOUSLY? I wont go there!

6; CONTRACT MODIFICATIONS:

Attendance Policy…. There is not a set time for this to roll off your record in this MOU, no 6 or 9 months in writing…Do YOU want to be the one who has to be discharged because of something that was on your attendance records from a year ago and wait on the SLOW MOU Grievance process to decide? DON’T BE FOOLED!


VACATIONS; You will LOSE part of your vacation check that you worked hard for! Changing the formula will be an loss of a minimum of $100 per week for local cartage and an average of $130 per week for a road driver based just on an average of $65K a year…some will loose even more…SEE NOW WHO IS PAYING FOR THAT $750 BONUS??

7:. PURCHASED TRANSPORTATION:

This voting to give YOUR WORK AWAY…6% of Linehaul work will be allowed to be sub-contracted out between Distribution Centers, while you are sitting home…but you will be “red circled” and cannot be laid-off…That is to make us feel better?

This combined with intermodal miles will have a total of 26% of YOUR work being farmed out under Article 29 of the NMFA. This will give them the right to run over another road domicile and only the original point of the trip will have its drivers protected…. any other relay terminal in between with a road domicile WILL NOT BE PROTECTED, example…Charlotte, NC could run directly over Atlanta and Jackson, MS to Dallas, TX with a sub-contractor and ONLY the Charlotte drivers would be protected, if their board is exhausted in Charlotte it would not even matter there!

They already have set up a “National PTS Committee to handle any disputes with the drivers…why? If there were going to go by their own rules, there should not be any disputes, should they? Just what we need, another Committee to slow down our rights to a grievance decision even more!

THIS WAS NOT NEGOTIATED BY THE IBT…. this is a unilateral proposal that the company has given to the IBT for consideration for a vote. It was said in the meeting that it will be sent to the members, ‘so they could decide their own destiny”…what a bunch of BS….WE PAY UNION DUES to protect our workplace rights and work and to have OUR DESTINY protected by those we trust to do so….Not send this crap to members who see the things like “bonuses” and do not look at the big picture here.

VOTE THIS DOWN, and send out UNION to the table with YRCW and do some REAL NEGOTIATIONS TO PROTECT OUR DESTINY!

DO NOT BE FOOLED…VOTE NO!

 
Sorry in advance for the long post....But it is necessary.....KK

My 2 cents worth (minus 15%) on why this should be voted down:

1: Do not sell your soul for the “bonus” they are proposing…it is not income to be taxed, it is a bonus that the IRS will tap for a 45% tax and will have to see if you get any back at the end of the year when you file your taxes.
<snip>

One more time, you are NOT taxed at 45% on the bonus. It's possible that a higher percentage of withholding is taken out when you get the bonus paid to you but it is ABSOLUTELY included as normal income when you file your tax return and will be TAXED at the same rate as all your other salary. I don't know why this misinformation is still passing around.
 
One more time, you are NOT taxed at 45% on the bonus. It's possible that a higher percentage of withholding is taken out when you get the bonus paid to you but it is ABSOLUTELY included as normal income when you file your tax return and will be TAXED at the same rate as all your other salary. I don't know why this misinformation is still passing around.

Are you a CPA?
 
KK, you make very good points in this post. Remember the $750.00 signing bonus in lieu of a raise that we accepted on the 1998 NMFA Contract? That money is lost every year after that by accepting a signing bonus over a yearly raise. If we had received a raise of 35 cents in 1998 instead of a signing bonus, we would have been making an extra 35 cents per hour more for every year since then. That totals to over $11,000.00 we have all lost so far in raises since 1998.
 
THIS WAS NOT NEGOTIATED BY THE IBT…. this is a unilateral proposal that the company has given to the IBT for consideration for a vote. It was said in the meeting that it will be sent to the members, ‘so they could decide their own destiny”…what a bunch of BS….WE PAY UNION DUES to protect our workplace rights and work and to have OUR DESTINY protected by those we trust to do so….Not send this crap to members who see the things like “bonuses” and do not look at the big picture here.

VOTE THIS DOWN, and send out UNION to the table with YRCW and do some REAL NEGOTIATIONS TO PROTECT OUR DESTINY!

DO NOT BE FOOLED…VOTE NO!


I couldn't agree with you more. Let them negotiate not strong arm.:Duel:
 
Amen Brother , very good post , agree 100% , union did NO negotiations on this deal ,they just OK will mail it out for a vote ?? plus I heard that alot of the union guys were a NO SH0W at the Dallas meeting ??? WHY are we paying union Dues , when they lay down at the meetings like this ?? the only vote is NO , if you vote yes ,then you might as well work for a non-union at " higher pay & no dues & matching 401-K " & take whatever BEATING the company gives you yearly !!
 
It's all bad in this thing but I think the attendance policy is really a bad thing. Who can predict what your health or a family members health will be this far into the future? Fired for this? Pardon my two cents for posting here just trying to help. Best of luck to all.
 

THIS WAS NOT NEGOTIATED BY THE IBT…. this is a unilateral proposal that the company has given to the IBT for consideration for a vote. It was said in the meeting that it will be sent to the members, ‘so they could decide their own destiny”…what a bunch of BS….WE PAY UNION DUES to protect our workplace rights and work and to have OUR DESTINY protected by those we trust to do so….Not send this crap to members who see the things like “bonuses” and do not look at the big picture here.

It was certainly approved to be sent to the membership by the IBT. If they were so willing to negotiate on our behalf why send it out? It seems to me that they've implied how little they care anymore by not negotiating a better deal in the first place. We're no longer a recruiting tool for IBT or a success story - we're a liability because we show how quickly IBT is willing to give up when numbers start to dwindle.

The bonus is fun because it's just like the stimulus plan the government used when we all got that check a few years back. The cool thing is that most people don't spend it - they use it to smooth future consumption. Take the money and reimburse yourself for those 20 hours of lost time.

Vote yes if and only if it's in your best interests. Run the numbers for yourself and your position - not all of the changes apply to you. Don't count chickens before they hatch (i.e. raises). Don't worry about the attendance rules - show up for work and be responsible with your personal days. And read both the proposed changes and the company financials before you vote. And if you're planning on leaving anyway consider taking that $750 with you when you go.
 
It was certainly approved to be sent to the membership by the IBT. If they were so willing to negotiate on our behalf why send it out? It seems to me that they've implied how little they care anymore by not negotiating a better deal in the first place. We're no longer a recruiting tool for IBT or a success story - we're a liability because we show how quickly IBT is willing to give up when numbers start to dwindle.

The bonus is fun because it's just like the stimulus plan the government used when we all got that check a few years back. The cool thing is that most people don't spend it - they use it to smooth future consumption. Take the money and reimburse yourself for those 20 hours of lost time.

Vote yes if and only if it's in your best interests. Run the numbers for yourself and your position - not all of the changes apply to you. Don't count chickens before they hatch (i.e. raises). Don't worry about the attendance rules - show up for work and be responsible with your personal days. And read both the proposed changes and the company financials before you vote. And if you're planning on leaving anyway consider taking that $750 with you when you go.

My BA stated there was no approval by the union. It has been decided to allow the membership to vote and make a decision.

Not approved nor disapproved, merely passed on.
 
The new vague absentee policy and the different pay scales bother me the most,, everyone get a smaller raise and I'm a driver and not old. But the majority of our brothers are gettn up there because they can't retire and one day if The Lord say the same are going to get older as well and with a vague worker unfriendly folicy like that, just don't seem union like to me
 
My BA stated there was no approval by the union. It has been decided to allow the membership to vote and make a decision.

Not approved nor disapproved, merely passed on.

Inaction IS a decision! They chose to shirk responsibility because it was lose-lose for the IBT. Everyone seems to forget that they have their own organizational interests to consider separate from YRC and the membership.

What were they going to do? If they endorsed the agreement they were signaling to the entire organization that they're to lazy to negotiate and are willing to accept whatever the company concessions are at face value. Not a valuable story to put on the front of the website.

The second option was to not endorse it and tell us to vote no. Obviously IBT thinks there is some risk of a bankruptcy filing because they didn't want killing 26,000 union jobs on their hands if things happen to go south. This way there is no blood on their hands and if YRC files bankruptcy because of a no vote they can blame it on us because we will have decided our own destiny.

If there were any cowards in this whole mess it would be our representatives in the IBT.
 
This is why it needs voted down. They just want to see how much they can steal.

My BA stated there was no approval by the union. It has been decided to allow the membership to vote and make a decision.

Not approved nor disapproved, merely passed on.
 
It was certainly approved to be sent to the membership by the IBT. If they were so willing to negotiate on our behalf why send it out? It seems to me that they've implied how little they care anymore by not negotiating a better deal in the first place. We're no longer a recruiting tool for IBT or a success story - we're a liability because we show how quickly IBT is willing to give up when numbers start to dwindle.

The bonus is fun because it's just like the stimulus plan the government used when we all got that check a few years back. The cool thing is that most people don't spend it - they use it to smooth future consumption. Take the money and reimburse yourself for those 20 hours of lost time.

Vote yes if and only if it's in your best interests. Run the numbers for yourself and your position - not all of the changes apply to you. Don't count chickens before they hatch (i.e. raises). Don't worry about the attendance rules - show up for work and be responsible with your personal days. And read both the proposed changes and the company financials before you vote. And if you're planning on leaving anyway consider taking that $750 with you when you go.
I don't think there were any negotiations with the union. KK said it was a unilateral offer from the company. The union didn't recommend acceptance of the proposal and offer, they decided to let the membership decide their own fate by a vote, therefore the membership can't lay the sole blame on the union. If this gets turned down the best case scenario is the company gets a rude awakening about the feelings of the employees (cough, cough) and they actually sit down and negotiate an agreement, although I don't see much of the content changing, just clarification and language changes, or they follow through with the threat of closure. Choose your vote wisely and hope for the best.
 
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