The language “when work is available” is
! That much is true. That should have never been allowed. The rest of the rhetoric just confuses me. Regular PKG drivers start at $18.75. 22.4’s will start at what, $20.50? In 36 months, the Regular PKG job is at $25.00. I’m not sure where the 22.4 will be at hat point but I think it is higher. So, during wage progression, the 22.4 is better. There are no 9.5 protections so that is on the bad side for sure. Now, what I haven’t seen is, are there any protections to ensure these “combo” jobs are exactly that? Meaning that their day is supposed to be composed of part of the time as an inside worker and the other part on the road. If the company uses them exclusively as drivers, is there a mechanism in place to ensure this can’t happen? There should be a minimum report that triggers a new RPCD job opening. Say.... 150 (or less) reports where a 22.4 drives 75% (or less)of their paid day will trigger a new RPCD job. Should be a penalty if they don’t.
At the end of 22.4 progression, if they didn’t already get to move to a higher paid classification, then that needs to be addressed. But the pay for their first 4yrs will be higher so that’s not really an argument. As far as loosing OT... this
is baffling to me. Either you want the OT or you want to have a 9.5 day. The Sat and Sunday delivery led to this but I’m
sure the number of 9.5 grievances also led to it as well. I listened to a guy tell me he is tired of the company making him work so many hours and then fifteen minutes later tells me that 22.4’s will cost him all his OT. What!!!??? This kind of schizophrenic talk gets you into trouble. Hence, we are here now.
