Fired on day 2 of a new job?!?!?

Yep, and if a company driver does the same, he gets paid either mileage or a percentage of what the truck gets. That's working, not doing nothing.

 

Not only that, guarantee the driver at least $80,000 a year salary, gold tiered health insurance, matching 401k retirement, paid 4 week vacation to the Bahamas and a bi-annual pedicure.

Oh wait, don't forget to provide him with a brand new truck of his choice, equipped with a 21" hi-def t.v. & DISH sports package, refrigerator, c.b., micro-wave and large mounted cabinet mirror so he can remind himself every morning just how special he really is.

 

So when a driver paid on percentage shows up to load and isn't able too load because of a plant shutdown, but will eventually be loaded, he should be compensated for his time of sitting there waiting too do his job, because now he's going to be behind schedule, possibly losing another load in the process

 

I suppose ole PoleCrusher believes in Unicorns and Leprechauns to!!

 

Most companies do pay layover pay, $150 a day was the norm when I was a company driver, but that was years ago. I think that's fair, especially for bigger outfits. Sometimes dispatchers need some incentive.

But that's not really what I was referring to.

It's these drivers that want $25 bucks an hr or more just because they are "available to work". It's stupid and makes no sense in the real world.

 

I could do that tomorrow but see,I don't want a truck.I am free.If you can't afford my services I will find someone who can and you need to find a cheap driver.And don't cry about what it costs to operate because I sometimes (by mistake or negligence I guess) get rate confirmation with the actual rate and I know what they can or cannot afford. $3.94 a mile including 370 miles deadhead is more than enough to pay me $150 for a lost day.

 

Wow. Just wow.

This thread has devolved into an entire cornucopia of issues.

The OP noted that his newly hired driver egregiously violated terms of employment by:

1. Not being forthcoming about his court date.

2. Unplugging the ELD.

3. ABANDONING THE LOAD.

Did I miss something here?

NONE of his employee's actions were acceptable. He deserved being fired.

Here's a thought:

If you are an employee, then help your employer make as much money as possible.

Is that a hard concept to grasp?

If you help your employer make money by simply "doing your job", that's okay. If you go the next mile and REALLY do your pretrips and post trips and LEARN how your truck performs, that's better. If you interact with your customers with a professional attitude and ACTIVELY LOOK for opportunities to increase business and report that back to dispatch or your boss, then you start to understand your part of the "skin in the game".

Self centered mindless ####s that are all about "me first" aren't the kind of employees I would want to hire. I will be looking for safe, customer service focused drivers when I cross the bridge to becoming a fleet owner.

Before trucking I had a thirty year career in offshore sourcing, hiring a number of people and being responsible to make payroll. Yes, at times it meant not paying myself or loaning the company money to make ###### sure my employees got paid.

I have little patience for folks with NO experience meeting payroll with a Pollyanna view of how the world works criticizing a man that stepped up and put everything on the line.

 

If you show up at a facility to load as instructed by your employer, and are delayed due to the facility, then your employer should charge detention and yes, you should get a percentage of that.

 

Not Working!! As you put it!!

 

If he's 1099, is he still an employee?