UPdate Dec. 23, 2013- YRC Worldwide Reaches Agreement to Reduce Debt by $300 Million

The IBT has released the new YRCW Restructuring Agreement Extension which includes a $750 signing bonus payable 30 days after ratification and another $750 in 2015. The deal also includes a .40 cent raise for 2016, 2017, & 2018. H&W increases are also included for every year but 2014, the pension remains unchanged, and a profit sharing bonus was also included.

Under contract modifications of note; non-CDL employees hired after ratification will be paid $16 PH, the PTS language similar to ABF’s new agreement was added, a “Service Area”   clause was added to allow the company to close terminals that have low shipment density and interline that freight.

Finally, the absenteeism clause was revealed as the “National Uniform Attendance Policy” which is as follows:

National Uniform Attendance Policy

All Regions and Supplements of the NMFA

The parties agree that the purpose of attendance disciplinary action is to correct an employee’s behavior. Continued disregard of attendance obligation will result in discharge if the employee fails to change the behavior.

Disciplinary Progressions for Absenteeism or Tardiness:

          First Offense:       Verbal Warning

          Second Offense:   Warning Letter

          Third Offense:      One (1) Day Suspension

          Fourth Offense:    Three (3) Day Suspension

          Fifth Offense:       Discharge

Progressions will be followed in all instances unless extraordinary circumstances dictate an accelerated or decelerated progression. Examples of an accelerated progression would be No Call/No Shows or blatant abuse of time off. An example of decelerated progression would be a long time period between absences.

Discipline may be issued on all unexcused absences. Committees may consider timely, bona fide, verifiable doctors excuses in determining the validity of disciplinary action.

Proper communication on all absences is the employee’s responsibility.

The Employer may discharge an employee who has received two letters of suspension as long as the letters resulted in agreed to or a committee’s action discipline.

Tyson Johnson said, “The union leadership believes that all our members who would be affected by the company proposal or by the consequences the company says will occur if it is not approved should have the right to decide their own destiny. Given the enormous sacrifices that employees have already made to keep this company in business, TNFINC is not making a ‘yes’ or ‘no’ recommendation. Nevertheless, we are committed that it is our members’ right, not ours, to decide what is best for our members and their families.” Read The Entire IBT Press Release Here.

Ballots are tentatively scheduled to be mailed on or about December 10 and will be counted on or about January 8, 2014.

You can read Extension in its entirety here.