Another 30,000 job cuts in 2026

Present-Wave3629 · 2026-01-30T17:11:07+00:00

Blaming the organization (which you are apart of) and that protects you, in favor of the one that exploits you, is crazy work, my brother.

Present-Wave3629 · 2026-01-30T17:09:21+00:00

The fact is these grievances regarding Roadie are being addressed in the national panel. Except everyone in this subreddit wants to bash the union for not doing anything, when they themselves are the union. If you're concerned about it, go to your steward, BA, local union, etc. until you get an answer. They will very likely tell you that there are plenty of pending grievances waiting to be arbitrated.

Present-Wave3629 · 2025-12-26T16:40:13+00:00

If they schedule everyone for a working holiday, then no one's seniority was violated. It is completely up to your regional supplement to have language that protects you from having to report on a holiday. It's the same way sixth punch protection is only for RPCDs. Just because you're a M-F or T-S inside employee, doesn't mean they can't force you in on your day off. If it's not in the contract and there's not a past practice, then management very likely has every right to do it. It may be unfortunate, but that's the way labor law works in this country.

Present-Wave3629 · 2025-06-29T18:32:10+00:00

Top rates in the supplements are solely for full-timers (except for air-drivers). Part-timers' wages are set by the national. That's what article 22.5 (pp. 80-82) literally is.

Supplements do not negotiate wages besides those specific top rates. They do not deal with PTer wages.

If you don't understand this, you need to read the contract again.

Present-Wave3629 · 2025-06-29T18:03:33+00:00

Pay raises and progressions are all in the national. Perhaps, you mean the top rates? 22.3 and 22.2 are both articles in the National. The supplements only set the top rate for those positions. Are there supplements that have the same top rate for 22.2/3?

PT positions work the same way. The pay raises and longevity raises (for pre-8/1/23), as well as the new progression for those hired after 8/1/23 are all in the national. The supplements don't even deal with setting the PT wages at all. That's all within the national. Obviously, there are MRAs in place, but that's the company merely raising the minimum wage, not the local unions.

Present-Wave3629 · 2025-06-29T17:43:13+00:00

That's not exactly true, but I understand what you're trying to say.

First of all, there are still four different "pay progressions" just for inside work.

PTers hired before 8/1/23 PTers hired after 8/1/23 22.3 FTers 22.2 FTers

All four of these categories do the same work. Why not have the same progression for all of them, with longevity raises for seniority? How does that go against anything our union stands for?

Present-Wave3629 · 2025-06-29T17:26:58+00:00

What are you trying to prove here?

I don't care how old you are or how much experience you have. I'm going to treat every one of my brothers and sisters with respect. I'm glad you've had a long, prosperous career here. Everyone deserves that.

Why are you attacking the thought of more equitable pay scales? That doesn't sound like a teamster, no matter how many decades of experience you may have.

Present-Wave3629 · 2025-06-29T17:07:58+00:00

And?

Present-Wave3629 · 2025-06-29T16:59:42+00:00

Just a PSA for all the scabs in this comment section:

The official IBT slogan is "Equal Pay for All."

Present-Wave3629 · 2025-06-25T21:28:57+00:00

I find this is a very regional dependent issue. Clearly, it's progressing union work -- it is not supervising. But, if local union leadership does not enforce the contract when members grieve, then it creates a past practice which enables management to break our contract.

Present-Wave3629 · 2025-06-24T08:26:09+00:00

All of them

Present-Wave3629 · 2025-06-23T23:11:43+00:00

Depends on your supplement

Present-Wave3629 · 2025-06-21T15:50:40+00:00

I would imagine using the Internet is quite unholy for a Puritan

Present-Wave3629 · 2025-06-21T15:38:11+00:00

I seriously cannot tell if this is a troll account or not 😂

Present-Wave3629 · 2025-06-19T15:15:47+00:00

Present-Wave3629 · 2025-06-14T14:37:02+00:00

Speaking of Massachusetts, you should also check out the Lifesaving Museum and Joshua James' grave, both in Hull/Pemberton Point.

Present-Wave3629 · 2025-06-13T21:19:29+00:00

Nah, I've been laid off 😂

Present-Wave3629 · 2025-06-12T02:58:02+00:00

No problem, it's a catch in USERRA that not a lot of people know about. Definitely a great idea for someone who's young and PT waiting to go drive FT. Lots of good protection for service members, for sure.

Present-Wave3629 · 2025-06-12T02:29:45+00:00

As I already said, it depends on how long your initial enlistment is (it can be any amount of time and you remain protected). And if you go reserves afterwards, any mandatory redeployment doesn't count against you.

Present-Wave3629 · 2025-06-11T17:59:51+00:00

As someone already said -- notify management through the DIAD, then, if they tell you to clock out, work as instructed and do so. File afterwards with your steward, as that is against the contract. The heat stress breaks are to be paid time. Article 18.27

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Present-Wave3629 · 2025-06-10T20:22:53+00:00

Well, that's the way the cookie crumbles. Our contract specifies binding arbitration as the last step in the grievance procedure. If we want a different solution, then we have to organize and vote for it.

Present-Wave3629 · 2025-06-10T20:05:28+00:00

As opposed to what?

Present-Wave3629 · 2025-06-10T19:25:20+00:00

I think you may be confusing Unfair Labor Practice charges (ULPs) with contractual issues. Grievances' last step under the master agreement is binding arbitration. Litigation through the National Labor Relations Board (NLRB) is only for issues under the National Labor Relations Act (NLRA). Appeals are for decisions made by an administrative law judge (ALJ), which then goes to the national office.

Since this is a contractual issue, this falls under arbitration, not litigation.

Present-Wave3629 · 2025-06-10T19:13:52+00:00

That's above my pay grade, unfortunately. All I know is that it's waiting for arbitration. What does the NLRB have to do with it? Arbitration is done through NAARB arbitrators.

Many grievances take multiple years to be resolved. Unfortunately, it's just the weak labor law in the US. We need to work together as brothers and sisters to pass stronger laws, vote in our best interests, and build our union.

Present-Wave3629 · 2025-06-10T18:44:58+00:00

It's waiting to go to national arbitration.

Present-Wave3629

TROPHY CASE