YRC

Gotta be ethical.

 

Dock guy truthfully didn't see anything wrong with it. They likely just told their manager that it needed to be fixed. Unfortunately this triggered the manager into pulling the video and blaming you. What I don't get is why they fired you over such a small incident. Did you damage anything in the past? Most trucking companies allow a few incidents before they fire you.

YRC is at the bottom as far as LTL companies goes, but this isn't why.

 

Most companies automatically terminate a driver for failing to report an accident.

 

incident, not accident. I'm going to get flak for that, but there's a difference. Second, they did technically tell someone. they just thought because of the minor nature of the incident, that it wasn't worth a full report to a TM. Lastly, if this was their first incident, then they should definitely have been given some leeway.

He was initially going to be on probation, but then was later discharged. Why wasn't he discharged from the start if that was their policy? I also find it odd he said his was probation would be extended. Does that mean he was already on probation? Missing some details here

 

Did the truck or trailer strike an immobile object? If so, no matter how you slice it, that's an accident in the eyes of the safety department, not an "incident." Failing to report any accidents or incidents TO THE COMPANY (not the customer) is a terminal offense, whether on probation or not.

 

A lot of them do but it's not always the best way to go. One of our competitors had a driver involved in a fatality accident. Their attorney said not to fire the driver until blame was established and the accident investigation was over.. If they automatically fire the driver they're seen as admitting guilt.
It turned out the driver wasn't at fault. They avoided a huge settlement, the driver kept his job, and everybody learned a lesson.

 

Did the driver fail to report the crash to the company? That's the subject at hand here. He wasn't fired for the crash, rather for the failure to report said crash.

 

The truck driver didn't have to report the accident. The CHP notified his employer and let them know, if and when he made it through surgery, he'd be in touch. That was fine with the company.
Part of the subject here is firing a driver as kind of a knee-jerk reaction to any problem. Got cause? Fire the driver. Except sometimes it's good to look farther down the line and see where keeping the driver, at least for a while and maybe permanently, might be a better course.
YRC was problem solving to fire that driver. There might well have been other things involved there. Some of the best employees I've seen were ones who'd hit a rough patch, slogged along through an extended probation, or an informal probation, and came out the other side more dedicated and focused.
Firing somebody is easy. Like most easy courses of action it's not always the best.

 

That’s not the way it is in the LTL world

 

In addition, whether probation or not there should have been union representation at the disciplinary hearing.