New Penn | 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.

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!
KK Thanks for the info and your opinion. But do you need to spread it on the Holland and Npme and Reddawy sites. We are perfectly capable of making our own decisions and choices.The one thing that stinks is the rules that they want to add that don't pertain to the regionals.
 
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!

KK can you plz take Hoffa place.Very good post.
 
KK Thanks for the info and your opinion. But do you need to spread it on the Holland and Npme and Reddawy sites. We are perfectly capable of making our own decisions and choices.The one thing that stinks is the rules that they want to add that don't pertain to the regionals.

I receive messages from Holland and New Penn Teamsters asking WHY I DO NOT....so I thought I would do it for them....and, with all due respect...it does affect ALL of us and ALL of us need to know whats going on and and have open discussions on this POS they are trying to bluff us ALL with....KK
 
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!

this needs to be posted at every barn great post!
 
It is indeed a great post. Aside from the above listed facts, I have spent the better part of the afternoon reading through YRC latest filings with the United States Securities Axchange Commission, there has been quite the activity lately. In all, well over 100 pages in just the last 3 days. Basically, the IBT approved for this "pos" to be presented to you back on the 6th and then released to the press that it had the "ok" from the IBT. I could at this time tell you my personal opinion of them, but will withhold. In the filings to the Exchange, it is required and stated that it did indeed receive the "ok" from the IBT. As you continue to read, you more than less understand that despite the sacrifices you are being asked to make, that no promises or guarentees can be made from YRC and the sacrifices are basically all in vain but a look into their contracts, they are well protected under the "Golden Parachute". On a side note, the parachute should be attacked by all labor unions and destroyed, but only a few unions and other organizations are fighting it, of course, the IBT not being one of them. Anyway, so in preparation for YRC's "do or die" proposal, they have "released" a boat load of stock, flooding the market, pushing the price up trying to make the company look "viable". In their report they make specific statements that their workforce is primarily made up of union employees and without the concessions they can not compete against non union companies, that your wages + make up 50% of operating costs. It goes on stating that even with your concessions, and plans to dump stock and retire 90% of
Series A & B notes, probably through debt for equity exchange (common bankruptcy move) they can not promise or guarantee they won't restructure, that it'll actually work. It must be nice to have a job where you can come up with a plan that "may or may not work" and walk away with millions. Anyway, The powers that be knew on the first MOU that they would be asking again for concessions at this time despite the 2015 contract end. It should be further noted that YRC will have the money to make February's bond payment so if the union doesn't ratify the term sheet they COULD then force the company to negotiate something better BEFORE the $350m is due in Spetember. YRC told the exchange that they plan to issue 3 million shares of common stock that could raise $27 million. ine the SEC filinmg, YRC said it will use the net proceeds from the offering to cover some of a 69.4 million debt payment that comes due on 2/15 and "other purposes".

Ok, so what's the bottom line? Do you really want to line their pockets before the screw you over? I am sure many of you are thinking "ok, do you not have a job that you can sit and read this stuff?" lol. I do indeed work ft and the labor movement is my passion. Good luck!
 
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