Rail industry van drivers at Renzenberger Incorporated have achieved their first union contract. Agreement was reached and ratified in late August on a contract covering 160 workers, who in September were chartered as UE Local 1177. The contract breaks a company wage freeze and establishes for the first time basic worker rights and union protections – including a strong grievance procedure, protection from unjust firings and discipline, seniority and paid time off.
Renzenberger workers voted to join UE by a 3 to 1 margin in early February. In their job they transport railroad workers who operate and maintain trains to and from their worksites. Some of the drivers work within the rail yards and others drive on the road, traveling long distances to ferry railroad crews to other yards. Renzenberger is a national company headquartered in Lenexa, Kansas.
The contract brings some important advances for Renzenberger workers:
An End to the Wage Freeze. Drivers won an immediate 25 cent wage increases for 2010. Next year they can bargain for additional raises in a wage re-opener (with the option to also bargain over paid time off and healthcare) which will include the right to strike, if the membership chooses to do so. The new contract also equalizes the wage rates of Indiana and Illinois drivers.
Vacation/Personal Days. Drivers with more than a year’s service get three paid personal days. Drivers with more than three years get five paid personal days. This was an important breakthrough – no other drivers employed by Renzenberger or its major competitors get any paid time off.
Hourly Pay for Road Drivers. The majority of the road driver positions will be made hourly. Previously all road drivers had been paid by the mile, which was especially unfair to drivers in urban areas, who made no wages when they were stuck in traffic. Hourly road drivers will now work a regular shift at their wait-time rate and will have the opportunity to work overtime.
Fairness in the Workplace. Unjust discipline and discharge were a major problem that led workers to organize. Under the new contract the company must have just cause to write up, discipline or discharge workers, and must follow steps of progressive discipline. Contract language will limit the use of on-board cameras as the basis of discipline. The contract includes a strong grievance procedure, including the right to take unresolved grievances before an arbitrator. The company must notify the union in writing of any new workplace rule, and the union can challenge any unjust rule or policy through the grievance procedure and arbitration.
Union Rights. The union will have an adequate number of elected union stewards, recognized by the company, to represent workers in each rail yard and work area. Stewards will be able to investigate problems and file grievances on work time. The contract includes a union shop clause, which will help the union to unite all the workers. Workers will be able to use union leave to be excused from work for leadership training and to participate in the union. The company must provide union bulletin boards, and access to the workplace by UE representatives.
Workers also gained seniority rights, an additional holiday (Martin Luther King Day), health and safety protections, call-in and report-in pay, jury duty pay, bereavement pay, fair distribution of overtime, and a no-discrimination clause. The company agreed to make every reasonable effort to provide 40 hours of work per week.
RAIL YARD SOLIDARITY
In Renzenberger drivers’ fight for a first contract, the solidarity of rail workers proved to be indispensible. The UE members held rallies and informational picket lines outside the rail yards and received support and encouragement from the railroad workers. Members of the United Transportation Union and Brotherhood of Locomotive Engineers and Trainmen provided hundreds of signatures on a petition backing the Renzenberger workers’ demands. Delegations of Renzenberger workers visited their bosses’ offices during negotiations to press their case for a just contract, and workers wore T-shirts with the words “We Get What We Fight For” superimposed over the image of two boxing gloves.
“I’d just like to say that it’s an uphill battle, it’s a fight, but it’s a fight worth fighting,” says James Hill, a Renzenberger driver, union steward and bargaining committee member.“Sometimes fear paralyzes people. I’m just glad to be part of that change where you show people that, you can be scared, you can even be fearful, but it’s what you do with that fear that makes a difference.”
Steward and bargaining committee member Roland Bibb adds, “When they came back and said they recognized us as an organized labor union, I knew we were on the right track then. However I knew it wasn’t going to be easy, but like everything in life, you’re got to get through the front door.”
The UE bargaining committee consisted of Roland Bibb, James Hill, Cindy Fox, Tim Fox, Phil Dedera and Tim Bonner. They were assisted by UE International Representative Mark Meinster and Project Organizer Sameerah Ahmad.