Am I the only one who would like to see the 9.5 language changed to allow us to file on a 9.5 dispatch as well as working over 9.5? We are not allowed to go over 9.5 and will usually dispatch accordingly but occasionally will dispatch us over 9.5 I think we should be able to file for both the dispatch and hours worked.
Am I the only one who would like to see the 9.5 language changed to allow us to file on a 9.5 dispatch as well as working over 9.5? We are not allowed to go over 9.5 and will usually dispatch accordingly but occasionally will dispatch us over 9.5 I think we should be able to file for both the dispatch and hours worked.
Am I the only one who would like to see the 9.5 language changed to allow us to file on a 9.5 dispatch as well as working over 9.5? We are not allowed to go over 9.5 and will usually dispatch accordingly but occasionally will dispatch us over 9.5 I think we should be able to file for both the dispatch and hours worked.
Am I the only one who would like to see the 9.5 language changed to allow us to file on a 9.5 dispatch as well as working over 9.5? We are not allowed to go over 9.5 and will usually dispatch accordingly but occasionally will dispatch us over 9.5 I think we should be able to file for both the dispatch and hours worked.
I would hope you are the only one considering this course of action.
The union does not and should not, EVER, recognize the companies allowances.
The present language of a fair days work for a fair days pay is in place for a reason.
Once that "pandoras box" is opened, we'll never get it shut again.
Put this notion out of your mind, it will never happen.
Don't be surprised if production standards aren't at least discussed in 2013.
I`m failing to see what you are asking for. The dispatch and actual hrs. worked are both used to determine if a grievance can be filed. If the company dispatches you 9.0 hrs. and you work 10.0 to get it done, that day can`t be used towards the "3 days in one week" requirement. Also if the company dispatches you with a 10.0 hr day and you do it in under 9.5 hrs., again, it can`t be counted. You have to be dispatched over 9.5 and work over 9.5 3x in one week. This is the criteria used in the my area.
One thing I have noticed is that a lot of drivers that are constantly dispatched over 9.5 are coming in close to an hour over the dispatch. Only then does management try to get you under 9.5!!
This sounds like my center manager's interpretation of over 9.5 language. Someone has steered you wrong on this. It is just as hr grgrcr88 says. Hours worked are the only factor in the equation.I`m failing to see what you are asking for. The dispatch and actual hrs. worked are both used to determine if a grievance can be filed. If the company dispatches you 9.0 hrs. and you work 10.0 to get it done, that day can`t be used towards the "3 days in one week" requirement. Also if the company dispatches you with a 10.0 hr day and you do it in under 9.5 hrs., again, it can`t be counted. You have to be dispatched over 9.5 and work over 9.5 3x in one week. This is the criteria used in the my area.One thing I have noticed is that a lot of drivers that are constantly dispatched over 9.5 are coming in close to an hour over the dispatch. Only then does management try to get you under 9.5!!
I don't know who told you that but if thats the practice your using someone better stop that crap right now. No where in the contract does it say anything about being dispatched with more that 9.5hrs of work to be able to file or count that day towards your 3 in 5. The only thing necessary is that you worked over 9.5hrs 3 times in a 5 day period. If that is the case, you have the right to grieve.
Am I the only one who would like to see the 9.5 language changed to allow us to file on a 9.5 dispatch as well as working over 9.5? We are not allowed to go over 9.5 and will usually dispatch accordingly but occasionally will dispatch us over 9.5 I think we should be able to file for both the dispatch and hours worked.