Who's The Worst Of Them ALL to work for?

I'm wondering why he didn't ask how my husband was terminated? He worked for them for approximately 8 yrs. Maybe PP doesn't want to know why because that would make Swift look not quite so squeaky clean, and that might cause him to re-think how he feels about them....I don't know. I have conflicting feelings going on myself. I thought Swift was pretty good, at least, until this incident happened. I cannot believe they did what they did to him. My husband did NOTHING wrong. And so now they have to prove he did, which they can't.

 

I thought the constructive argument was about if it costs more money to train a driver, and that turning them over costs to much money, so its not prudent. I am not sure what the above has to do with that fact. Its like a presidential debate lol. I do think that is good money 3 years into a career, considering that is above the average median income level of Americans, just lots of time to put in to earn it. Of course its not what the Autoworkers earn, because they definately deserve it, and they deserve the results they reaped of only having self interests vs. some company interests.

It's true, training trucks are the most expensive trucks at Swift. Simple math, you can add it up yourself and use whatever miles you want. I generally see 3-4k miles per week on a mentor truck. The best trucks operationally within a company, Owner Operators, then teams.

Truckerswife. I missed the details on why your husbands contract was voided. I gaurantee there was a legitimate reason, and probably many many warnings to go with it. Please keep in mind that what he may tell you will almost certainly be to make him look favorable to you. Human nature. I cant tell you how many times I have had wifes call and tear me up for not getting their husband home on time, that he said it was his manager that didn't make it happen. I talk to the manager, and find out he is where he wants, with his mistress. And we don't tell. We just take it and apolize and say we will try harder. Not that I condone the behavior, but we dont answer to the wife usually (or husband, that has happened also), unless they work for us. Owner operators make so much more return then most company drivers. Telling me the company intentionally termed his contract for no reason is like someone telling me their bank is nice and doesn't charge overdraft fee's. Just doesnt make business sense. I am also not saying your incorrect, it just raises some big red flags, especially when it goes against Swift's vision of 50% Owner Operators.

In this market, who is worst and who is best is almost not material. Who is keeping their jobs is what the concern needs to be. The economy is bad, when you see these big layoff's, they will be affecting transportation. So far this year, up to last quarter, 2700 trucking companies representing 126,000 trucks, went belly up. That is about 5% of the trucks on the road. For a short time it helped, but as many will notice, there is no peak retail rush, and in most cases business is severely down. Another 5-10% reduction of trucks on the road will get everyone else to a more balanced capacity in the market. Just wait, first quarter of next year is going to be horrible, expect lots of cuts in the industry. When I see financial reports on companies like Covenant, where they have already used up over half their credit line, that is not good news. Diversified companies have the best chance of surviving this shake up we will see. If you want to make a difference, spend time making whatever company you work for better. Find ways to save them money, or add to their reputation and value, to make them more attractive to shippers to gain additional freight. Now is not the time for anyone to become self centered, I deserve more money attitudes. The downfall of the autoworkers is a great example of this mentality. I know its a common mentality now adays. Its not like the old days of: Its not what can your country do for you, but what you can do for your country. Get involved with your company, talk to you management. Talk with your fellow drivers. You can make a positive difference. I can tell you that I will be hiring less drivers next year, and with our turnover at the lowest levels I have ever seen, means we will have to cut back on hiring our normal replacement drivers. I would not be surprised if we dont park trucks starting next year. (Not an official statement, but a personal opinion). I am sure we will not be the only ones.

I wish everyone the best, and hope this turns around fast.

Wes

 

LOL! ........Long winded tripe. But very courtious

 

Can't stand the truth, huh?

 

Wow, what can I say? How very condescending of you, but to be expected from someone inside the office. You are very naive to think that Swift's conduct is always on the up and up. How is Swift any different than any of the drivers who gripe about the company? Some aren't accurate, some are. It works this way for drivers, it also works for corporations. I can't give any details because I can't right now. I know, now you will write me off as the wife of a disgruntled ex-employee, that's your choice, but if you think that your company is always a straight shooter then you are very naive.

I never complained about my hubby being out on the road extended periods of time. He's a truck driver, duh, of course he's going to be gone alot, that's how he earns a living, again, DUH! For you to insinuate he might be unfaithful to me speaks volumes about how much you're willing to shill for the "company". You are predictable and pathetic. Wes, take the blinders off, all the drivers can't be wrong. My husband didn't have any problems with Swift until this thing happened when they terminated him, he even defended them to other drivers.

You really should work on your people skills, they suck. Maybe your intentions are good, but your delivery needs alot of work. My husband worked hard for this company and for you to turn around and imply my husband cheats on me is over the top and the exact reason why so many drivers have problems. DM's, how many of them actually answer their phone? They need to feel so important so they let all the calls go to voice mail, yeah, real professional, and the higher up the eschelon you go it gets worse. They never answer their phones. How does a driver handle a problem when there's no one there to help them? Answer: they don't, or if they do take the initiative and do something, they get fired for it. And one wonders why Swift's safety record is so so.

Come on Wes, take some of the blame for what's wrong. Maybe you are different, but you would be a rarity, if that's the case. Just because you sit in an office don't presume that the fault is always the driver, how arrogant of you, and, again, naive. Have you ever driven a truck? Any long haul under your belt? Never assume that because they terminate a driver, the driver is always in the wrong. Swift is not perfect, they do make, sometimes, very expensive mistakes.

"Just doesn't make business sense"? You've got to be kidding! They thought we would just roll over and take it in the "you know what". Wrong. They assume every driver is some dumb hick who doesn't know their rights. Well, guess what? We know our rights. What they did was unconscionable. And there was no warning. Now I've said enough.

Wes, I've read some of your posts and you do seem like a reasonable person and likable. Please don't continue to think that if they terminate someone, that automatically they did something to deserve it.

 

To vickw from truckerswife's husband, the real trucker in this discussion. For the last 13 years I drove happily for Swift for the most part anyway. There were times I got miffed at my DM and quit to go to other "greener pasture". However when with the other company I still recommended Swift to be a START OFF place. Your figures on the cost to Swift for a new student are very lopsided, in other words you don't tell the whole truth, (probably habit from when you were a recruiter just getting started with Swift). You left out the profit Swift makes on the charges for hauling the freight, key word PROFIT, that is a figure arrived at after ALL expenses are paid (or figured into the solution).
As an O/O I was charged 5 cpm for every mile on the truck with a student, based on my miles I more than doubled the return for the student in the first two weeks at 350.00 per week,(by the way this is figured on a 24 hour days work for the student weeks one and two at $50.00 per day deduct any days off for the "MENTOR") By the way that Mentor term is very bogus also, another subject. So the profit margin on a first series student is the greatest for Swift. the profit lessens as the students increases pay. Now lets figure in a profit figure that is never spoken of beyond the built in profit from the interest the student is charged on the 'academy' (another bogus term since an academy teaches a rounded education of more than one subject matter).
I just got counselled by the real truckerswife to use paragraphs, sorry all! Back to subject, PROFIT. How about the tax credit Swift gets for getting somebody off the unemployment lines (no matter their qualifications), this is through an extended agreement with the Department of Labor back in 2006 might have been 2004, anyway the tax credit is significant. So lets be erfectly honest and complete the story line when you prop-up the so called hated enemy, namely Swift.
For those of you interested, I still havn't completely decided if through our complaint with OSHA or if it goes to court, when the offer of reinstatement comes if I would accept or refuse. I did thoroughly enjoy my years with Swift, and actually this was the only BIG negative we encountered.

 

To the husband of TruckersWife from AfterShock ----

W E L C O M E to the forums!

I/We hope to hear from you.

Good luck & BEST of success.

 

I have never been a recruiter fyi.

Owner Operators are more profitable, but since they do not make up the majority of the company, or mentors, its then considered a consolidated profit. If the return is less with a trainee, then without, then there is a cost. There is also a long term benefit for us, around the 1 year mark. Hiring is an expense also, advertising, recruiters, processors, etc.. Break even for us is after a year with all things being considered (gradual pay increases, loan repayments/defaults, accident frequency, tax credits, mentor pay, trainee pay, 6 month pay to mentor after upgrade, etc..) There are many costs and revenue's to consider. Some drivers are eligible for a tax credits, but its not as much as you think. Take a look at what Swift reported for earnings for the last 5 years when public. Not a staggering profit margin using your context: "So the profit margin on a first series student is the greatest for Swift", and the amount of Swift trainee's we train yearly, you would think a 94-95% Operating Ratio (Expenses divided by revenue) would be closer to 80-85% then, which it clearly is not. I have been on this site for a while. I have no problem stating what we do or do not make. It make's little difference to me. It's financials. I agree with many people that 6 month to train a driver is to short, doesn't mean you wont get a good mentor, but 1 year would be better. If we had another revenue stream that is profitable, I dont mind saying it is so. That goes the other way also. I have first hand knowledge of the financials, I am not second guessing, or speculating. I can admit if I am wrong, and I am flexible enough to change my opinion on things. Training is the most expensive part of trucking, hands down. Why do you think there are only so many companies willing to do it, and other companies willing to let them do it? When there's gold, there is a rush for it. The most profitable drivers are experienced drivers, around the one year mark. We keep the overall hiring costs down because we do get drivers that go through the school, and stay atleast 2 years or beyond. Between that 1st and 2nd year is where our costs come down. Most companies spend around 7500 or more to hire a driver, our costs are less on that area.

Here is the way Swift is set up, and this is why I question your contract being terminated without reason. Just because of how its set up doesnt mean that it doesnt happen, but looking at the big picture, it drastically reduces the odd's.

Driver managers yearly pay increases are based on performance metrics like:

Turnover, Productivity, Idle, Safety (Log compliance), Accidents per million miles. Some other behavior based metrics also I didnt include like unexused absences etc..

The Fleet Manager and the Terminal Managers are also based off the same metrics.

So, based off that, what type of drivers would help you meet those expectations, new drivers, or experienced drivers? Company trucks, or Owner Operator trucks. So does that mean your DM could have awaken the morning your contract was terminated and said I am going to terminate him, got it passed his fleet manager, his terminal manager, and the owner operator departments for approval. I am sure it could happen, not likely though since everyone's pay is tied to keeping a good experienced company or owner. What I feel happened is there is a conflict of perception. What you feel constituted a seperation from your contract vs. what the company guidelines are. I am guessing, but the most common that I see for owners is log related, citations/violations related, service failure, accidents or just a gross breach of policy like beer on the truck (I own the truck, and was off duty). The first ones come with lots of warnings, the later is automatic.

As I have stated in a few other posts, perception is peoples reality sometimes. Know what your companies policies are, DOT laws are etc.. Most of the time when I see a problem, its because the driver is angry and what they perceive is acceptable is not always the policy. I just terminated a driver last week for stealing tires off his loads. He thought it was ok, and no one was hurt by it, because they were overages on his loads. To me, that is an obvious one, but the drivers perception was different, and he doesn't feel he should have lost his high paying dedicated job he had. I don't know what your circumstances are, and it could have been as simple as you took 4 weeks vacation, and the DM didn't realize it and terminated your contract.

Now this was long winded!

Wes

 

I apologize if you thought I was talking about infidelity within your marriage. I was not. My perception of my example, and your perception were wildly different. This is what I mean when it comes to peoples perception. I was just generalizing an example to you. I do agree, Swift is never 100% right. In some area's, you would not even get a comment from me unless I was asked. In other area's, I know how the structure is set up, the processes in place, and so I do question those. I do have driving experience (In an old mack and also 2 belgium's with short tempers), not OTR, and I was definately not legal. (My family owned a Logging business in Colorado, cheap labor). I did not see any major cities, just more logging road switch backs then I care to remember. Look at this from my perspective, you have made statements that something happened, but you do not elaborate. So your implying wrong doing, but leaving no way to defend or acknowledge it, either by the company or the forum's public. I have the utmost respect for those that support their spouses, and I have no doubt you are well intentioned. I will leave it at that. I try not to take things personal, even with some of TIP's idea's. This forum is designed to give both sides an opinion.

Wes

 

SLX out of Kansas City, formally known as Ledar. Stay away from that outfit.