2022 Lifeliner Magazine --- Issue 2 by Iowa Motor Truck Association

POPULATION TRENDS AND THE IMPACT ON THE FUTURE WORKFORCE

Why is our population’s demography shifting, and what do these changes mean for the economy and workforce? Issue 2, 2022

Values Drive Performance Shared Values Can Lead to Organizational Excellence

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Issue 2, 2022

Focusing on the Future Workforce

p18

Changes in the workplace implemented during the pandemic are now the new normal and workforce issues are more than likely going to also continue to stay in the forefront.

FEATURES p3

Chairman’s Message

President’s Message

National News

ATRI Update

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Legislative Update

p14

Human Resources Insight

p27

Iowa DOT Update

p28

Economic Update

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Award Winner Insight

p38

IMTA Priorities

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IMTA Update

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Final Thought

OUR STAFF BRENDA NEVILLE, CAE President & CEO

GARY HANDLEY Special Projects Coordinator

JANELLE STEVENS Director of Communications, Education & Events

KEVIN WILLIAMS Special Projects Coordinator

brenda@iowamotortruck.com

janelle@iowamotortruck.com

ALLISON MEINERS Director of Safety & Member Services

gary@iowamotortruck.com

kevin@iowamotortruck.com

SAM SWANBERG Education & Events Manager sam@iowamotortruck.com

allison@iowamotortruck.com

KENZIE LUSTER Building & Office Manager

MP DESIGN Design & Cover Illustration MPDesign.biz

kenzie@iowamotortruck.com

IOWA MOTOR TRUCK ASSOCIATION 717 East Court Ave, Des Moines, IA 50309 515.244.5193 | iowamotortruck.com

SPONSORS IFC p4 p10 p11 p16

Great West Casualty Midwest Peterbilt Group Truck Country Thompson Truck & Trailer Truck Center Companies

p17 p26

TrueNorth Companies

p32

MHCS Trivista Companies, Inc.

IMTA Cornerstone Sponsors

p33

TCI Business Capital Thermo King Sales & Service

p36

GTG Peterbilt Renewable Energy Group

p37

p41 IBC BC

Central Trailer Service Ziegler CAT Quality Services Corp. MHC Kenworth Midwest Wheel Companies

ISSUE 2, 2022

ROUND OF APPLAUSE TCA Recognizes Professional Truck Drivers for Springing into Action The Truckload Carriers Association has named both Brian Biggs, a professional truck driver with Hirschbach Motor Lines, and Grant Quinton, a professional truck driver with Decker Truck Line, as Highway Angels for springing into action while on the road. Briggs helped rescue a family during a fatal accident in February of 2022, and Quinton was recognized for rescuing a grandfather and his 10-year-old grandson from their overturned vehicle and keeping them safe until authorities arrived. To read about their heroic stories, visit www.highwayangel.com.

TrueNorth Recognized as a 2022 Top Workplace in the USA TrueNorth Companies has earned a 2022 Top Workplaces USA award, issued by Energage. Energage is a purpose-driven organization that develops solutions to build and brand Top Workplaces. Their Top Workplaces program has a 15-year history of recognizing the top organizations across 60 markets. The Top Workplaces USA award celebrates organizations with 150 or more employees that have built great cultures. Winners of the Top Workplaces USA list are chosen based solely on employee feedback gathered through an employee engagement survey, issued by Energage. Results are calculated by comparing the survey’s research-based statements, including 15 Culture Drivers that are proven to predict high performance against industry benchmarks.

IOWA TRUCKING LIFELINER

GTG Peterbilt Receives “Best in Class” Award

L to R: Fred & George Grask

CHAIRMAN'S MESSAGE I recently had the pleasure of speaking to the 2022 IMTA After a brainstorming session, the development of a Leadership Class and it truly was a pleasure. leadership program became a priority and a year later, This year’s class is comprised of 25 professionals rep- IMTA held it inaugural leadership class comprised of 18 resenting all kinds of trucking and supplier operations participants including several board members. This first from around the state. The class roster includes seven class was the beta test for the association, but the two-day females and 18 males. event proved to be a big success. IMTA embraced the new This year the class size was extended to 25 because the program that would quickly become a cornerstone of their waiting list continues to grow every year and expanding association programming. Now 29 years later, IMTA is the class was necessary. There is already a waiting list reaping the many benefits of this important and critical for 2023! investment in the future of the My time with the 2022 Leadership Class was enjoyable organization. and my presentation was built around questions that the Except for a few years during class had submitted. The questions were really good and the mid-2000s, this class has very thought provoking. The audience seemed to be gen- been at maximum capacity. uinely interested in the discussion and it reminded me And reviewing the list of gradonce again of the importance of preparing the next group uates, many of these folks are of leaders for their service to our association. still involved in the trucking industry and actively supportIt also reminded me how quickly time goes by. I was in the 1998 leadership class (24 years ago) and it ing the efforts of IMTA. That is was the 6th class in the long history of IMTA’s leadership honestly, in my opinion, quite program. Bonnie Vetter and I were the two females in the amazing and speaks to the BRENDA NEVILLE class of 20 graduates. Some of the others in my class that importance of making it a priIMTA President & CEO are still actively engaged in IMTA were Adrian Dickey ority to take the long view in our (now a state senator), Steve Schuster, Delwin Van Wyk, approach to motivate and retain Mike Sullivan, and Jeff Wangsness. members. BRENDA DITTMER IMTA’s Chairman of the Board I still remember the class and the impact it had on my Members are the foundation personal and professional development. I believe hundreds of who we are and what we do. of leadership class graduates would echo my comments. Our power and effectiveness as an organization centered The IMTA Leadership program is a testament to the on advocacy is only as strong as the members who support vision and foresight that IMTA leaders and staff had back our mission and actively engage in our efforts. We have in 1992 when the concept of creating a program for the next that strong and committed support at IMTA in a large part generation of leaders was first because of our leadership prodiscussed. Initially, the motivagram. A gift that truly keeps THIS YEAR’S CLASS IS COMPRISED tion behind the leadership class giving. OF 25 PROFESSIONALS REPRESENTING was to ensure that IMTA dues It was an honor to be a part ALL KINDS OF TRUCKING AND would continue to come in. of this year’s program and an One day as the IMTA staff even bigger honor to spend SUPPLIER OPERATIONS FROM was looking at the membership time with the future of this AROUND THE STATE. billing reports, they noticed industry and this association. that in many cases the people If you haven’t explored the receiving the invoices were not that active or involved possibility of getting involved with IMTA’s annual leadwith IMTA. After reaching out to some of the members ership program – I urge you to do so. and talking with CEOs and senior level management it And here is the really good news – after spending time was discovered that many people at the senior level had with the 2022 class, I can tell you with great confidence…. very little understanding and appreciation of what IMTA our future is in really good hands! was all about.

ISSUE 2, 2022

Midwest Peterbilt Group

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PRESIDENT’S MESSAGE And our fight will continue. A few weeks ago, the 2022 Legislative session adjourned Throughout the upcoming weeks and months, we will and despite another valiant effort to get our lawsuit abuse legislation passed, we came up empty handed. This kind be active and relentless in identifying the candidates that of loss two years in a row weighs heavy for me personally have the courage to stand up and support this legislation. because I know the gravity of this issue for IMTA members. We will only support the folks I hear the frustration in the voices of company owners as that support us. And with the they talk about the staggering increases in their insurance upcoming primaries and gencosts while getting less coverage. I have seen the worry in the eral elections this fall, we are eyes of a member as he walked me through the negotiations very optimistic that there will and the expense of defending himself for an accident where be some new legislators at the his driver wasn’t even at fault. And sadly, I am regularly hear- Capitol, many of which will be ing from members who are seriously considering throwing in able to support our legislation. the towel and getting out of the industry completely because Additionally, we will soon of the litigious environment. Trucking company owners are be launching a website and fearful they are merely one accident away from turning over statewide campaign entithe keys to the company because of the growing number of tled “Keep Iowa Trucking”. unfounded lawsuits that are targeted at trucking companies. Through this grassroots These examples were becoming far too common in my effort we will be securing conversations with members and that was the motivating support beyond the IMTA factor for IMTA to take on a fight that we knew would be membership. With almost extremely difficult and challenging. Sparring with the trial 125,000 commercial vehicles BRENDA NEVILLE IMTA President & CEO bar is not for the weak at heart, they are well organized, in this state, our voice must well-spoken, and highly motivated because we are hitting become louder, stronger, and more far-reaching. We must get the agricultural segment them where it hurts – their payouts. But given the magnitude of this issue and the increasing involved and engaged. Educating and informing a wider number of cases against trucking (yes there are nuclear audience on the importance of this legislative effort is our settlements happening in Iowa regularly) we didn’t have top priority. While IMTA is taking lead on this issue, it is a choice, something needs to change, so we took our fight not our issue alone. Once we get this website completed, we will be asking to the Capitol. every IMTA member to allow For the last two sessions, our lawsuit abuse legislation has us to display their logo in supI HAVE SEEN THE WORRY IN THE been our top priority. Our goal is EYES OF A MEMBER AS HE WALKED ME port of this effort. Additionally, we will be asking our members simple, we must restore fairness. THROUGH THE NEGOTIATIONS AND to help us recruit every farmer, When a commercial vehicle acts THE EXPENSE OF DEFENDING HIMSELF wrongfully and causes a crash, cooperative elevator, delivery FOR AN ACCIDENT WHERE HIS DRIVER injury or sadly a fatality, by all service and anyone else that WASN’T EVEN AT FAULT. means we should be held accounthas commercial vehicle to join able. There isn’t a trucking comthis important campaign. The IMTA membership represents approximately 40,000 of pany in this state that does not accept that responsibility. But the onset of creative and frankly, unfair litigation the commercial vehicles in the State of Iowa, so there is a tactics are now common practice in Iowa and across the large number of folks that will be reaping the benefits of nation. These unfounded lawsuits are wreaking havoc on the this legislation well beyond the membership of IMTA and industry. The tort system is destabilized, and commercial it is high time that they join in this fight. vehicle accidents have become a profit center for the plaintiff Despite my disappointment and frustration with the attorneys. Through our legislative initiatives we are merely outcome of this past legislative session, it only fuels the fire trying to level the playing field and bring common sense to be even more relentless in this fight to do what is right back into trucking litigation. for Iowa’s trucking industry.

ISSUE 2, 2022

NATIONAL NEWS Buttigieg Appears Before Senate Commerce Committee In early May, Secretary of Transportation Pete Buttigieg testified before the Senate Commerce Committee on the Department of Transportation’s $142 billion FY2023 budget request. While budget review hearings are opportunities for members of Congress to highlight more controversial issues or confront what they see as failings of the administration, this hearing was mostly amiable and focused on the implementation of last year’s landmark Infrastructure Investment and Jobs Act. During the hearing, Secretary Buttigieg and Committee members emphasized the importance of highway infrastructure and safety program investments to our nation’s wellbeing and members also touched on a variety of issues across DOT’s jurisdiction. Democrats highlighted victories in environmental restoration that minimizes the ecological impacts of transportation infrastructure, the importance of investing in U.S. ports, and the need for U.S. leadership in autonomous vehicle technology. Republicans emphasized the importance of implementing the bipartisan infrastructure law as written, the need for a nominee to head the Federal Aviation Administration, and the urgency of boosting air services in small rural communities.

Bipartisan Energy Negotiations Continue in Senate The recent spike in gas prices has driven energy issues to the forefront of the political conversation, though it is unlikely that Congress will be able to bridge the partisan gap on energy and climate issues before the midterms. Senator Joe Manchin (D-WV), Chairman of the Senate Committee on Energy and Natural Resources, has been engaging a bipartisan group of Senators in an effort to reach a compromise on legislation to address energy and climate change issues. This bipartisan group, which includes four Republicans and seven Democrats, including one member of the House, will likely focus on finding common ground for increasing domestic energy production in the short term and providing incentives for cleaner energy production with tax credits for the long-term. As a moderate Democrat representing a state with heavy reliance on fossil fuel production, Senator Manchin has played a leading role in pushing Congress to address these issues through regular legislative order rather than through the partisan budget reconciliation process. The Housepassed Build Back Better Act would have spent hundreds of billions of dollars on transportation electrification, renewable energy programs, and climate programs. However, this proposal was killed by Senator Manchin over concerns about inflation and the need to reduce deficits.

Build Back Better Act Remains in Limbo The Build Back Better Act as passed by the House of Representatives remains unable to pass the Senate due to opposition by Senators Joe Manchin (D-WV) and Kyrsten Sinema (D-AZ). Democratic leadership is currently seeking a path forward on a smaller version of the partisan tax-and-spend legislation, though the legislative calendar is moving quickly towards campaign season and politically vulnerable Democrats in both the House and Senate may no longer wish to vote on divisive legislation. To get through an evenly divided Senate, any reconstituted proposal similar to the Build Back Better Act will need to limit its budgetary impact to control for inflation and avoid increasing marginal tax rates for individuals and corporations. Possible areas of compromise include environmental programs, prescription drug pricing reforms, and extension of the expired Child Tax Credit. Inclusion of provisions important to the trucking industry such as repeal of the federal excise tax on heavy-duty motor vehicles is also possible should the package move forward.

IOWA TRUCKING LIFELINER

NATIONAL NEWS The Cannabis Debate Continues as Thousands of Truckers are Taken Off the Job While the Biden administration is vowing to put more commercial truck drivers on the road to help ease the supply chain snarls plaguing the economy. There is one very big obstacle that is hampering that goal - a federal ban on marijuana use that has sidelined tens of thousands of truckers. Washington’s zero-tolerance approach to weed has swept up drivers who lit up only when off-duty, as well as those who consumed hemp derivatives such as CBD oil that are advertised as non-psychoactive, according to industry experts and court documents. Additionally, truckers who drive cross-country also face a morass of confusing state regulations, as 18 states have legalized recreational marijuana use and another 37 allow medical use. Another complication: The only accepted roadside tests for marijuana use can produce positive results more than a month after the person smoked or consumed it, unlike commonly used breathalyzer tests for alcohol impairment, which give a snapshot of the moment the test was conducted. Paul Enos, CEO of the Nevada Trucking Association, a state where recreational marijuana use is legal, said tests that capture weeks-old use force people out of the industry who are not necessarily a danger on the roads. “It’s an issue for our industry when you look at the number of people who are no longer driving,” Enos said. He added that removing drug-using drivers from the roads can help prevent impaired driving. Still, “We would all benefit from having a reasonable impairment test that is not going to ... cause our highways to be less safe.” And drivers who test positive find themselves in a Catch-22: Many trucking companies will immediately fire drivers with a positive drug test, but the process of returning to the road requires an employer sponsor.

All this comes as President Joe Biden and his appointees, including Transportation Secretary Pete Buttigieg, are trying to bring more truckers into the workforce, for example by expanding apprenticeship programs that make it easier to obtain a commercial driver’s license and promoting opportunities for women and veterans to enter the field. Their aim is to get goods out of ports and warehouses faster, lessening the supply chain crunch that has contributed to inflation and shortages of certain goods.

OF THE NEARLY

90,000 DRIVERS DRIVING,

NOW PROHIBITED FROM

MORE THAN

67,000 HAVE NOT STARTED THE

RETURN-TO-DUTY The Biden Administration hasn’t endorsed relaxing federal marijuana laws, but the Transportation Department is soliciting comments on a new standard for marijuana tests that would zero in on recent use. That process is still in the early stages.

PROCESS

Federal rules have long prohibited cannabis use by people with commercial drivers’ licenses, even in states where it’s legal. Licenseholders who test positive for cannabis or any other prohibited drug can’t drive again until they finish an evaluation process that can take months or longer. Of 126,043 drug violations by commercial drivers reported between January 2020 and March 2022, 56 percent were for marijuana, according to a DOT drug-testing clearinghouse that went live two years ago. All resulted in the driver being taken off the road temporarily. Only a quarter of the 119,113 drivers with at least one drug violation since January 2020 have completed the process to return to the road. Of the nearly 90,000 drivers now prohibited from driving, more than 67,000 have not started the return-to-duty process. Many have left the profession all together.

ISSUE 2, 2022

NATIONAL NEWS Talking Workforce at the White House

CHRIS SPEAR ATA PRESIDENT & CEO

The trucking industry once again had a presence at the White House. Three Class 8 trucks were parked on the South Lawn of the White House as representatives from the trucking industry joined President Biden and other national leaders in early April to talk about trucking workforce issues. The Biden Administration has made the trucking workforce issues a top priority offering up several different initiatives. “Allowing aspiring drivers to earn while they learn, while making this essential job more attractive to potential drivers, regardless of age, background and gender is extremely important,” said President Biden as he addressed the audience of over 200.

IOWA TRUCKING LIFELINER

The American Trucking Associations has been very active in addressing the ongoing driver shortage and recently signed a historic agreement with the US Department of Labor (USDOL) establishing the association as an official registered apprenticeship sponsor. As a recognized sponsor through the USDOL at the national level, ATA can now provide its member-companies the ability to offer apprenticeships to job applicants. “This long-sought designation provides our member companies valuable tools and resources to help recruit and train the next generation of trucking talent,” said ATA President Chris Spear. “We thank and commend President Biden, Secretary Walsh, and Secretary Buttigieg for their commitment to the men and women of trucking who keep American moving forward,” said Chris Spear.

ATRI UPDATE Compelling ATRI Study: Understanding the CO2 Impacts of Zero-Emission Trucks New research from the American Transportation Research Institute (ATRI) analyzed the environmental impacts of Class 8 zero-emission trucks (ZETs). The research utilized federal and industry-sourced data to identify and compare full life-cycle CO2 emissions for a range of truck types: • Internal combustion engine (ICE)trucks powered by diesel • Battery electric vehicle (BEV) trucks powered by electricity • Fuel cell electric vehicle (FCEV) trucks powered by hydrogen ATRI’s analysis compared CO2 emissions across the full vehicle lifecycle:

Realities of Zero-Emission Trucks VEHICLE COST ZET vehicle costs will be a strong barrier to entry. While a new Class 8 diesel truck tractor may cost roughly $135,000 to $150,000, the purchase price of a new Class 8 BEV can be as much as $450,000. The same issue will likely impact the FCEV. Estimates for fuel cell truck costs range from $200,000 to $600,000 with 60 percent of the overall cost solely credited to the fuel cell propulsion system.

• Vehicle production

SOURCING OF MATERIALS AND SUPPLY CHAIN ISSUES

• Energy production and consumption • Vehicle disposal/recycling The study found that full life-cycle CO2 emissions for the battery of an electric truck would only generate 30 percent few emissions than the standard diesel truck. The marginal environmental benefits of electric trucks are due, in a large part, to lithium-ion battery production – which generates more than six times the carbon of diesel truck production. ATRI’s research also concluded that hydrogen fuel cell trucks (FCEV) are ultimately the most environmentally friendly fuel type, although the technology is not presently feasible for long-haul operations

Lifetime CO2 Emissions for Class 8 Diesel Truck (ICE) vs BEV & FCEV 100% 90%

30.0% Lower

80%

% if ICE CO2

70%

44.6% Lower

REFUELING INFRASTRUCTURE There currently is no U.S. network where overtheroad trucks can stop for rest breaks and recharging at the same time. In a forthcoming report, ATRI is documenting the infrastructure requirements of a nationwide truck charging network and the electricity sector’s ability to power the U.S. truck fleet.

BATTERY LIFE

60% 50% 40% 30% 20% 10% 0%

There are several key raw materials needed for lithium-ion batteries; depending on the battery chemistry, these might include lithium, graphite, cobalt, manganese and nickel. While these materials are critical for batteries and for the production of a large BEV national fleet, the U.S. is almost entirely dependent on other countries for these materials. Over the past decade, the U.S. has imported nearly 100 percent of the critical minerals needed for battery production from countries including China, Australia, Chile and the Democratic Republic of Congo.

ICE CO2

BEV

FCEV

It is well understood that lithium-ion batteries begin to slowly degrade once the charging and discharging process commences, and battery degradation is greatly influenced by the number of charge cycles. Separate from the number of charging cycles, there is evidence that the rate at which a BEV is charged could impact battery life. Because of operational constraints - such as driver hours-ofservice - and the large energy capacity of a truck battery, faster charging may be necessary.

CO2 Decrease from ICE Baseline

ISSUE 2, 2022

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IOWA LEGISLATIVE UPDATE

2022 Iowa Legislative Session Ends, Lawsuit Abuse Legislation Fails to Pass The 2022 Iowa Legislature adjourned on Wednesday, May 25th at 12:15 am, five weeks behind schedule due to a dispute on education funding. Even after several extra weeks of work on the school choice bill, legislation that would have expanded parental choice and transparency in education simply couldn’t get passed. Gridlock among the Republicans who have sizeable majorities in both chambers persisted and for the second year in a row the Governor’s hallmark education proposal languished. Governor Reynolds would like to provide publicly funded scholarships to help families pay for private school expenses. The Governor has vowed to be back next year with the same bill. The session had stretched more than a month past its target end date, even though Republican legislators acted quickly early in the session, sending Reynolds their top priority — tax cuts — in time for her to sign a 3.9% flat tax into law hours before her nationally televised March 1 response to President Joe Biden’s first State of the Union Address. Later that week, she signed a law banning transgender women and girls from competing in female sports. Lawmakers approved an $8.2 billion budget for the fiscal year that starts July 1st. One of the most notable policy bills that got passed in the final end-of-session flurry was the 20-year-old bottle and can redemption bill. Unfortunately, IMTA’s top priority, lawsuit abuse did not make it over the finish line. There had been some hope that it could make some favorable

IOWA TRUCKING LIFELINER

movement in the year-end bills but once again there simply were not enough votes in the House. “We were beyond disappointed that we couldn’t get this legislation passed especially when were just a few votes short in the House. It is extremely frustrating but we will not give up and will be back next year,” said IMTA President Brenda Neville. “I take these losses very personally because I know the importance of getting legislation that will curb the lawsuit abuse that is plaguing this state and nation. I am extremely grateful for the countless number of IMTA members that have stepped up and helped with these efforts. The grassroots support by our members is tremendous.” While lawsuit abuse was the main focus of attention, IMTA monitored over 75 other legislative proposals, weighing on many of them due to their potential impact on trucking operations. The IMTA government relations team will now focus on their summer outreach activities – meeting with candidates and legislators in preparation for the 2023 legislative session. “We will be talking with all the candidates about the importance of our lawsuit abuse legislation. First, we will focus on the primaries and then we will shift our attention to the general election in November. With redistricting, there are a lot of important races we will be involved with and as always, we will be limiting our support only to the candidates that can support the priorities of Iowa’s trucking industry,” said Brenda Neville.

IOWA LEGISLATIVE UPDATE

Truck PAC Golf Outing Raises

an Astounding $40,000 Not only did golfers show up in BIG numbers --- 188 registered golfers --- but they showed up ready to support Truck PAC Iowa in a BIG way as well. Combined with the registration fees, the fundraisers during the event brought in a record-breaking $40,000 for Truck PAC Iowa. “I just can’t get over how ready and willing folks were to support our efforts out on the course. They get it. They understand how crucial the political environment is for trucking, and they certainly showed their support of our efforts in financially supporting the pro-business, pro-trucking legislators,” said IMTA Chairman of the Board Brenda Dittmer with Weinrich Truck Lines. Special thanks to the Legacy Golf Club who not only are IMTA members, but they welcome us back year after year with open arms. Additionally, thank you to our volunteers that helped raise funds throughout the day at the Board of Directors Challenge, the Putting Contest, and at the LEAD IMTA Council hole --- Brenda & Barry Dittmer (Weinrich Truck Lines); Adrian Dickey (Dickey Transport); Scott Szymanek (Eldon C Stutsman); Brad Kohlwes (Argee Transport); Tiffany Popovici (Bison Transport USA); Kendra Klooster (West Side Transport, Inc.); Dominic Julick (Fareway Stores); and Corey Bruce (JT Logistics).

Blake Grolmus & Paul Budreau (Ruan Transportation)

THANK YOU SPONSORS Allied Industry Division Bauer Built Tire & Service BMO Transportation Finance Central Trailer Service Cottingham & Butler Eastern Iowa Tire, Inc. Gatr Truck Center GTG Peterbilt, Inc. Hanifen Towing Housby Interstate PowerSystems Iowa Council of Safety Management Iowa Motor Carriers Foundation Joe Morten and Son, Inc. Kunkel & Associates, Inc. Kwik Trip / Kwik Star LEAD IMTA Council Lube-Tech Meritor MHC Kenworth

Brenda Dittmer (Weinrich Truck Lines); Adrian Dickey (Dickey Transport); Barry Dittmer (Weinrich Truck Lines)

MHCS Mid-States Utility Trailer Midwest Peterbilt Group Midwest Wheel Companies Ottsen Oil Company Pomp’s Tire Purple Wave Auction RDO Truck Centers Sioux City Truck and Trailer, Inc. Tarbell & Co., P.L.C. Tenstreet Thermo King Sales & Service Thompson Truck & Trailer Truck Center Companies Truck Country Truckers Insurance Associates TrueNorth Companies US Cargo Control Warren Transport, Inc. Weinrich Truck Line, Inc. Wilson Trailer Company

Jael Kulp & Liz Krause (MHCS)

Ben Koehler (MHC Kenworth); Grant Horton (Waste Connections); Scott Cirksena (Kenworth); Dave Osman (Green Products Company)

Mike Spalla (Kunkel & Associates, Inc.); Dave Neuwohner (All Season’s Trucking); Travis Busch (Kunkel & Associates, Inc.); Aaron Peterson (Peterson Transportation)

ISSUE 2, 2022

HUMAN RESOURCES INSIGHTS How Leaders Can Build Connection in a Disconnected Workplace Another way to think of the Great Resignation is as the “Great Disconnection.” In the wake of the pandemic and the vast shift to flexible work from anywhere policies, 65% of workers say they feel less connected to their coworkers. Employee disconnection is one of the main drivers of voluntary turnover, with lonely employees costing U.S. companies up to $406 billion a year. Research by Cigna shows that lonely employees have a higher risk of turnover, lower productivity, more missed days at work, and lower quality of work. Meanwhile, BetterUp found that employees who experience high-levels of belonging have a drop in turnover risk, an increase in job performance, a reduction in sick days, and an increase in employer promoter score, which results in an annual savings of $52 million for a 10,000-person company. The antidote to workplace disconnection is promoting friendship and meaningful connection at work. A 2019 report by The Institute of Leadership and Management found that building close relationships with colleagues was the most important factor in determining job satisfaction by 77% of respondents. Salary was eighth on the list. Gallup reports that only 30% of employees have a best friend at work, but those who do are seven times more engaged. Employees with a best friend at work are more likely to engage customers, produce better work, have higher well-being, and are less likely to get injured on the job. If employees don’t have a best friend at work, there’s only a 1 in 12 chance that they’ll be engaged. The peer coaching platform Imperative found that there’s only a 1% chance you will report being fulfilled in life if you lack meaningful relationships at work.

IOWA TRUCKING LIFELINER

As the Great Resignation rages on, here are four tools to help your team build stronger relationships at work.

1. Make workplace connection a ritual. For too long, workplace connection has been thought of as something that just happens during the workday, whether via hallway conversations, water-cooler moments, or grabbing coffee. With spontaneous moments of human connection more challenging to recreate in a remote or hybrid environment, it’s time to listen to Shasta Nelson, a friendship expert who reminds us that “friendships don’t just happen.” In her book The Business of Friendship, she explains that friendships need three things to thrive: positivity, so we can feel satisfied; vulnerability, so we can feel safe; and consistency, so we can feel seen. Whenever possible, create consistent connection rituals that offer praise and appreciation on an ongoing basis. An example might be Gratitude Mondays, where employees start each week by sharing something they are grateful for. Or Storytelling Fridays, where each week, a different employee can share a personal story and their coworkers can ask follow-up questions. Vulnerable sharing and storytelling spark curiosity and compassion, and have been shown to foster belonging.

HUMAN RESOURCES INSIGHTS 2. Make it easier to ask for support. According to social psychologist Heidi Grant, 75% to 90% of all help coworkers give to one another starts with making an ask. During the pandemic, a group of authors and I created what organizational psychologist Adam Grant calls a reciprocity ring. We get together via Zoom on a quarterly basis, and everyone shares something they’re struggling with. A fellow author might be looking for an agent or looking for help marketing their new book. The rest of the group offers ideas, contacts, and resources to support their ask. We keep track of our asks in a Google Spreadsheet, and we use a WhatsApp group for folks to stay connected and offer encouragement in between Zoom meetings. Creating reciprocity rings will help build consistency and structure into how your colleagues are able to ask for help. When employees are invested in each other’s personal growth, we build a culture where friendships can thrive.

3. Make onboarding more experiential. Onboarding is a critical first opportunity to facilitate friendships at work. Since the pandemic, millions of employees have started new jobs and have never met one of their colleagues in-person. Especially for early career employees, this can be incredibly challenging. Joanna Miller, who leads learning and development at Asana, was tasked with designing a virtual onboarding experience that 150 managers in 10 countries have now gone through since the pandemic began. She told me that the part of Asana’s onboarding that managers got the most out of were experiential exercises. In one exercise, called Board of Advisors, new managers in an onboarding cohort take turns sharing their most burning question — the thing they are most uncertain or curious about with the rest of the group. Other new managers in the onboarding cohort then have a chance to offer advice, insights, and support to each person. Joanna told me that when a new manager admits what it’s like not knowing how to do something, they become open to receiving help from their colleagues whom they only just met. The onboarding cohort experiences the psychological safety that comes from being in a safe environment to admit mistakes, ask questions, and try new things. They immediately experience what mutual support feels like, which creates a container for deeper connection.

services, time off for renewal, and “work-free hours” so employees can recharge by spending more time with family and friends. According to Cigna, employees are seven points less lonely when they have work-life balance and four points less lonely when they can “leave work at work.” Having more phone calls and in-person conversations at work also reduces loneliness. During the workday, encourage “phone a friend breaks” where employees call a friend or someone important in their life (or if possible, go for a walk together). Employees who take a break every 90 minutes report a 50% higher level of health and well-being, a 50% greater capacity for creative thinking, and a 30% higher level of focus. Try adding “five minutes of play” to the start of in-person or virtual team meetings, in the form of a connection exercise, interactive icebreaker, or game. Time spent playing with your colleagues can lead to deeper relationships and better collaboration.

In today’s lonely world, human connection is everyone’s job. It’s an essential part of building a great place to work and a more resilient society.

4. Make recharging a reality. In the wake of a pandemic that has deepened an epidemic of loneliness and disconnection, we need to lead with compassion and take better care of each other. Nearly one in five Americans has no close social connections, a double digit increase from 2013. For human connection and friendship to thrive, we need to take employee health seriously. We can start by supporting more generous family leave policies, child care and elder care, access to mental health

Adam Smiley Poswolsky is a keynote speaker on fostering belonging and human connection in the workplace. He regularly speaks at Fortune 500 companies and has spoken at Stanford University Graduate School of Business and the Haas School of Business at University of California, Berkeley. He is the author of Friendship in the Age of Loneliness: An Optimist’s Guide to Connection (Hachette, 2021). © 2022 Harvard Business Review. Distributed by The New York Times Licensing Group.

ISSUE 2, 2022

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PLAYING

THE NUMBERS

GAME

Population Trends and the Impact on the Future Workforce There isn’t a company out there that isn’t looking for employees and every industry is feeling the pinch of a strained workforce. In the trucking industry alone, the number of truck drivers that will be needed in the upcoming decade (millions) is staggering. Trucking CEOs are also lamenting about the difficulty in finding maintenance technicians, safety directors, and almost every imaginable job within their operations. Many are saying the current workforce shortage is the worst they have ever experienced. Despite efforts by employers of all sizes to entice potential employees with attractive benefit packages and big increases in the average pay packages, the employment numbers languish. There are a number of factors that contribute to the current environment, with the pandemic being the biggest factor. During COVID the entire working landscape changed dramatically and the reality is that many people determined that they needed to make a change and many exited the workforce. Others had to come accustomed to working remotely and making dramatic changes to the way they performed their job and interacted with colleagues. As we have discovered in this post-pandemic era, many of the changes in the workplace implemented during the pandemic are now the new normal and workforce issues are more than likely going to also continue to stay in the forefront. Because of the workforce woes of today, more and more attention is being focused on tomorrow and the future of the workforce, which is music to the ears of folks who proudly call themselves demographers. The science behind demographics is simple, intriguing and extremely accurate in predicting what the workforce landscape will look like in the future. So what does that future look like? This article will shed some light on the shifts, trends and projections specific to our overall population in the upcoming years and most importantly, our future workforce. The shear numbers that are identified through demographic studies will provide the insight needed as every industry, including trucking, continues to explore ways to ensure they have enough people to fill the jobs needed to get the job done.

ISSUE 2, 2021

Well before the worldwide pandemic hit, demographers were warning of an imminent population shift. Increasingly, data indicates that throughout the developed world, populations are aging, and the birth rate is plummeting. These changing demographics have multiple implications for society and for the business community. The war for talent will not only continue, it will intensify. Supply chains will be disrupted. When and if people choose to have children will continue to shift. The country will need to carefully consider immigration laws and policies and how they may affect our population. Changing populations will affect where, how and why people work. In order to survive, businesses, including those in the trucking industry, need to be aware of these upcoming shifts and start preparing today. Although they are global, shrinking population demographic trends are especially apparent in the U.S. For example, in the U.S., on Jan. 1, 2020, there were 74.1 million people under the age of 18 and 56.4 million people over the age of 65. By 2030 demographers estimate there will be 76.3 million people under the age of 18 and 74.1 million people over the age of 65. This means our aging population will grow at nearly eight times the rate of our population under the age of 18, according to Dudley L. Poston Jr., demographer and professor of sociology at Texas A&M University. The Administration for Community Living, a division of the U.S. Department of Health and Human Services, estimates the share of adults 65 years or older will expand to over 21% by 2040, compared with just 16% in 2019. Why is our population’s demography shifting, and what do these changes mean for our national economy and overall workforce? How do varying factors affect the rate at which our population grows and, in turn, the way that businesses must adapt in an increasingly heated battle to obtain workers?

THE SHARE OF

ADULTS 65 YEARS

OR OLDER WILL

EXPAND TO

OVER 21%

BY 2040 COMPARED WITH JUST 16%

IOWA TRUCKING LIFELINER

IN 2019

A SHRINKING POPULATION

Late Generation Xers, millennials and the older Generation Zers have all demonstrated marked shifts in their decisions around childbearing. Each of these generations is choosing to delay having children, have fewer children, or forgo having children at all. According to the book “Big Shifts Ahead: Demographic Clarity for Business” by John Burns and Chris Porter, the judicial branch of government can heavily influence demographics, particularly through the Supreme Court’s interpretation of the U.S. Constitution. For example, many researchers attribute the decline in births partially to access to birth control and other preventive contraceptives, which became more widely available in the late 1960s via judicial decision (Griswold v. Connecticut, 1965). Laws and policies related to immigration also factor considerably into population growth. For example, restrictive policies enacted in 2017-2018 resulted in 2019-2020 experiencing the smallest annual gain of immigrants in 30 years, according to the Brookings Institute. Conversely, in the 1970s, while the nation experienced a dearth of live births – 8 million fewer people were born in the ’70s than in the ’50s, according to U.N. population data – differences in immigration policy allowed for significant international migration at this time, making up for the population shortfall.

IN 1965 48 PERCENT

OF HOUSEHOLDS

To sustain continuous population growth, without supplementing with foreign-born citizens, experts advise that the national birth rate needs to be 2.1 children per woman. According to the United Nations, the 2022 birth rate in the U.S. is 1.782 births per woman and the rate has been declining steadily for the last several years. A May 2018 report for the Centers for Disease Control and Prevention (CDC) showed that U.S. birth rates had declined substantially and in 2017 fewer babies were born than any year since 1987. In fact, according to “Big Shifts Ahead,” in 1965 48% of households included kids. By 2025 they estimate only 28% of households will include children.

INCLUDED KIDS

BY 2025 THEY ESTIMATE ONLY 28 PERCENT

OF HOUSEHOLDS

WILL INCLUDE KIDS

There isn’t much data to prove definitively if birth rates will remain low. It is clear that women are delaying childbirth as compared with their parents and grandparents; for instance, women born in the 1980s give birth on average three years later than their mothers and five years later than their grandmothers as indicated by CDC data. However, newer technologies such as in vitro fertilization and the ability to freeze eggs allow the potential birthing years for women to expand.

ISSUE 1, 2022

This isn’t the first time that the U.S. has experienced falling birth rates. There was a significant reduction in live births in the 1970s, according to U.N. population data. But in the past when there were workforce shortages, those shortages coincided with new populations entering the workforce. Starting in the 1950s and increasing steadily ever since, women have been more and more likely to work outside the home. Additionally, during the baby bust of the 1970s, foreign-born workers significantly subsidized the workforce. Data indicates that most Americans no longer desire large families. According to the Pew Research Center, most Americans say their preferred number of children is two, which is less than the 2.1 experts say we need for sustained population growth. Fifty years ago, 68% of women in their late 20s had both a husband and a child. That number is just 22% as of 2015, according to Burns and Porter. Socially, it is much more acceptable, and even expected, for children to boomerang back into their parents’ homes after graduating from college.

Not only are young people delaying having children, they are also delaying cohabitation and marriage. Divorces tripled between the 1950s and 1980s, according to “Big Shifts Ahead.” Children of divorced parents, especially young girls, saw what it meant to be financially dependent on someone else. When Title IX, the law that requires women to get equal access to education, passed in 1972, women got to work getting an education in order to be financially independent. It is also correlated with data showing women delaying or forgoing getting married and starting families.

IOWA TRUCKING LIFELINER

LOWER BIRTH

S TE

EXPECTATIONS HAVE CHANGED

WORKING W OM

SOCIETAL

AMILIES ER F L AL

When Title IX, the law that requires women to get equal access to education, passed in 1972, women got to work getting an education in order to be financially independent.

MOMENTS

IN TIME AFFECT 1

NIS PA S 8

H FLU E

PID

M IC

POPULATIONS 2001 SEPTE

E R

OVID -19 P 19 C A

The Great Recession hit just as the older millennials (those born between 1981 and 1996) were coming into working age. The baby boomers (those born between 1946 and 1964) saw a significant portion of their wealth wiped out and, as a result, have stayed in the workforce longer to recuperate that wealth, according to the book “Upside: Profiting From the Profound Demographic Shifts Ahead” by Kenneth Gronback with M.J. Moye. Millennials had a harder time finding work, and in turn delayed many milestones such as moving out of their parents’ homes, getting married and having children, according to data compiled by Burns and Porter. In June of 2020, three months into the worldwide pandemic, the Brookings Institute published a study using data from the Great Recession along with data from the 1918 Spanish flu epidemic to estimate that the effects of the virus and its resulting social upheaval would manifest in 300,000 to 500,000 fewer births in 2021. Early data suggests these estimates are largely playing out. In fact, California alone saw a 10% decrease in birth rates in December 2020 as compared with December 2019, according to Philp Cohen, a sociologist at the University of Maryland, College Park, as reported by the Rand Corp. Coupling the increased deaths due to the pandemic with the lower birth rates, our population increase (births minus deaths) was just 677,000 from 2019 to 2020, a significantly lower increase than the previous two years, which were 921,000 and 996,000. Including the low immigration numbers due to the pandemic, our population growth rate was just 0.35%, or the lowest rate in 120 years, according to data from the Brookings Institute.

History has shown how moments of trauma affect the workforce. History has shown how moments of trauma affect the workforce. According to Burns and Porter, on the day of 9/11, Generation X (those born between 1965 and 1980) were just coming of age. Data correlated the time frame of 9/11 as the date that many demographic trends began to reverse themselves – most notably, that of both women and men starting to opt out of the workforce and demanding more flexibility in their working arrangements. As a result, the trend of women flooding the workforce in the 1970s and ’80s began to decelerate right around 9/11. How the workforce reassesses its needs in light of the most recent trauma remains to be seen.

ISSUE 1, 2022

HOW FINANCES AND FERTILITY INTERTWINE

A 2021 New York Times article interviewed dozens of women who said the reason they were delaying childbirth was that they couldn’t afford a baby. 2007 had the highest number of births in U.S. history, and then the number immediately began to plunge, likely due to the repercussions of the Great Recession, according to Gronback and Moye in “Upside.” Since 2007, annual birth rates have declined by nearly 10%, according to data from the U.S. Census Bureau. “Economic growth in childhood and early adulthood determines lifetime spending attitudes,” argue Burns and Porter in “Big Shifts Ahead.” When the Great Recession hit, the trend of increasing net worth was reversed and the decline in the birth rate was exacerbated. This has resulted in Generation X having the lowest net worth of any generation in the last 50 years. Burns and Porter continue, “Debt – primarily student debt – prevents many [millennials] from buying cars, getting married, and having kids. … Student debt hit an all-time record with the [millennials], ballooning from $260 billion in 2004 to $874 billion in 2011.” According to data from the New York Federal Reserve Consumer Credit Panel and Equifax, student loan debt increased nearly five times from 2004 to 2015. Due to the stagnant growth of the economy at this time, younger Gen Xers and older millennials not only struggled to find good jobs, they also struggled to pay hefty student loans. This almost certainly ensured they would delay forming households and having children, according to “Big Shifts Ahead.” In fact, more than half of the folks born in the 1980s were single and childless in their late 20s.

STUDENT DEBT HIT AN

ALL-TIME RECORD WITH THE [MILLENNIALS],

BALLOONING FROM

$260 BILLION IN 2004 TO

$874 BILLION IN 2011

IOWA TRUCKING LIFELINER

According to Burns and Porter, nearly 20% of millennials lived below the poverty line in the last decade, which is the highest percentage of any generation since those born during the Great Depression. According to Pew research, just 52% of American adults were considered middle class in 2016, compared with 61% in 1971. As a result, 46% of Americans say that in 2050, people will be less likely to have children than they are now. A 2013 study by the University of Southern California estimates that our aging population, coupled with our declining birth rate, will result in nearly two times the economic burden a child born in 2015 will experience compared with a child born in 1985. These kids will be responsible for an indebted government and retirement programs that cannot support the people entitled to use them.

WHAT NOW? According to “Big Shifts Ahead,” leaders can plan for three certainties:

1. There will be 18 million additional people over the age of 65 in 2025. 2. More of these people will remain in the workforce than ever before. 3. Even with technologies that replace human labor, the significant retirement of our aging population will result in a workforce shortage. How can businesses, particularly in the trucking industry, incent older populations to continue working past retirement age? How can business decisions allow for younger populations to securely grow their families? How can the industry influence the Legislature to allow for favorable immigration laws to fill the population holes? How can investments in technologies allow for higher productivity with fewer workers? Investing in technologies that keep older populations in the workforce as well as technologies that allow drivers to do more with less is going to be imperative in the war for workers. Continued investment in safety features in trucking, self-driving vehicles, and technology used to optimize routing for trucks will help to provide older populations the flexibility that may keep them in the workforce. In “Big Shifts Ahead,” Burns and Porter state, “Matching the [baby boomers’ desire] to work with employers’ need for hard-working team members, … [i]ncreasingly, companies offer part-time and flexible employment for seniors who bring invaluable experience to the workplace but might not want traditional 40-hour workweeks.” Additionally, the trucking industry should target potential workers who are not currently in the workforce. Stay-at-home parents now account for nearly 20% of parents. American office work culture has shifted from a 9-5 workday to an around-the-clock expectation of availability. Traditionally, there have been few opportunities for parents to try to manage both the responsibilities of full-time work and the responsibilities of parenting. Non-office-based work that embraces schedules with high levels of flexibility may attract these prime working-age individuals back into the market.

Next, the trucking industry should lean into foreign-born workers. “About 16 percent of the adult population – or nearly one out of every six adults – immigrated to America,” says Kenneth Gronback in “Upside.” The trucking industry should lobby for more favorable immigration laws that will attract foreign-born workers to well-paying blue-collar jobs like driving. The trucking industry should invest in making communities attractive and accessible for international migrants to put down roots. Finally, how do we keep the economy growing for the upcoming generations to feel confident in their economic security to be able to pay for traditional milestones such as moving out, getting married and having children? The data show that many younger people are delaying or forgoing having children in large part due to rising student debt. Part of the economic successes previous generations experienced was correlated with the ability to make a living wage in blue-collar work. According to “Upside,” the U.S. lost 33% of all manufacturing jobs in the 2000s. The trucking industry should work with lobbyists and interest groups to help reframe national conversations regarding higher education and communicate the benefits of the well-paying blue-collar positions that are still available in the U.S. and how they can be supportive of growing families. There are no shortages of upcoming challenges for businesses around our changing population. Businesses and industries that find the solutions – whether those are policies to attract folks back into the workforce, technologies to replace workers, or influencing government to attract foreign-born workers more easily – and that start preparing now for a future of worker shortages will be the companies primed to survive the upcoming challenges.

THE TRUCKING INDUSTRY SHOULD TARGET

POTENTIAL WORKERS WHO ARE

NOT CURRENTLY IN THE WORKFORCE 1, 2022 ISSUE 2,

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IDOT UPDATE Iowa DOT Offering Complimentary Motor Carrier Workshop Series To better serve our motor carrier customers, the Iowa Department of Transportation will be holding a summer workshop series at community colleges around the state. These workshops are designed to be interactive. Iowa DOT staff will make a short presentation and be available to answer questions and address concerns. The areas to be covered include the following. • International Fuel Tax Agreement (IFTA) and International

These workshops will be a great resource, whether you’re an owner/operator or work for a large carrier. We want to make it more convenient to get your questions answered by holding workshops around the state.

• MVE safety audits

Jansen continued, “We hope that these workshops offer carriers the chance to ask specific questions and get the answers they need to file information correctly the first time around. Reducing errors in paperwork benefits both our carrier partners and the Iowa DOT. It saves the carriers time and money.”

• Commercial driver’s license issues, including the new federal Entry Level Driver Training requirements

These workshops are free to attend, but registration will be required. To register, please go to WEBSITE.

• Registration Plan (IRP) requirements, including record-keeping requirements for IFTA/IRP audits • Motor Vehicle Enforcement (MVE) roadside enforcement

Alex Jansen, Iowa DOT’s Motor Carrier Program Manager, said, “We came up with the idea for these workshops in consultation with our audit team when they noticed that many carriers were making simple recordkeeping mistakes that could be easily corrected. These regulations can be confusing and there’s no way you can know everything just by reading the regulations. We want to be a resource to help carriers understand what they need to do and help them file their information correctly.” Kelli Huser, Iowa DOT compliance officer, said, “These workshops will be a great resource, whether you’re an owner/ operator or work for a large carrier. We know not everyone has time to come in or call our office. We want to make it more convenient to get your questions answered by holding workshops around the state. It’s a great way to meet people face-to-face and help them get their questions answered.”

Wednesday, June 15: Indian Hills Community College in Ottumwa Thursday, July 14: Southwestern Community College in Creston Thursday, July 21: DMACC in Carroll Tuesday, August 9: Kirkwood Community College in Cedar Rapids Thursday, August 18: FFA Enrichment Center on DMACC Campus, Ankeny The content of the workshops was designed to address the most common questions received by the Iowa DOT’s motor vehicle division teams. Jansen said, “We’re hoping that these workshops are beneficial. If they are, we’re planning to continue holding them around the state in the future.”

Scan to learn more

ISSUE 2, 2022

ECONOMIC UPDATE

Ceteris Paribus (other things equal)

DONALD BROUGHTON

Managing Partner, Broughton Capital LLC

One of the reasons that the study of economics is often referred to as “the dismal science” is the inability to hold all other factors constant while one variable is tested. This is a luxury, which most other fields of scientific study take for granted. It is almost always impossible to achieve the ideal of empirical study - freezing everything except the one variable that is being modeled or the one assumption that is being tested, so that statistical significance can be determined (i.e., coincidence can be segregated from correlation, and correlation can be separated from causation) - in economics. Yet almost every economic prediction is followed by a statement that cannot be true (“all other things being equal”). In the weeks since Russia began its military invasion of Ukraine (2/24/22), there have been a series of marketplace, political and economic reactions. Many of these have spawned their own series of actions and reactions, which in turn have led dozens of soothsayers to hatch predictions of what each of these “will certainly result in, all other things being equal.” • In the first 10 trading days following the invasion, the price of WTI Crude jumped

35% (from $91 to $124), and since then has oscillated between $95 and $115. • The EIA national average price of diesel jumped 30% (from $4.06 to $5.25), and has since come down slightly to $5.10 (up 25%). • The EIA national average price of gasoline jumped 22% (from $3.62 to $4.41), and has since pulled back to $4.09 (up 13%). • The US Oil Rig count was already up 70% YOY (climbing from 305 to 520 as WTI rose from $50 to $90). There is a delayed reaction time between changes in the commodity price and the capital investment decision to add or subtract rigs. Nevertheless, the total US Rig Count (Natural Gas prices have also increased and Gas Rig count has started to grow) has already increased another 80 (from 613 to 693) in the last 10 weeks. It is true that as the price of crude oil soared above $100 a barrel, the price of diesel fuel (and the fuel surcharge amount derived from it) also soared. In fact, the price of diesel has never increased by such a large magnitude (on both a nominal and a percentage basis) in such a short period of time. 33Month MonthDiesel Diesel$$Delta Delta

33Month MonthDiesel Diesel%%Delta Delta Sources: Sources:EIA EIA and and Broughton Broughton Capital Capital

37.5% 37.5% 27.5% 27.5% 17.5% 17.5%

1.30 1.30 0.80 0.80

7.5% 7.5%

0.30 0.30

-2.5% -2.5%

(0.20) (0.20)

-12.5% -12.5%

Sources: Sources:EIA EIAand and Broughton Broughton Capital Capital

(0.70) (0.70)

-22.5% -22.5%

(1.20) (1.20)

-32.5% -32.5%

(1.70) (1.70)

-42.5% -42.5%

66Week WeekDiesel Diesel$$Delta Delta

66Week WeekDiesel Diesel%%Delta Delta 32.5% 32.5% 22.5% 22.5% 12.5% 12.5% 2.5% 2.5%

1.35 1.35

Sources: Sources:EIA EIAand and Broughton Broughton Capital Capital

0.85 0.85

Sources: Sources:EIA EIAand and Broughton Broughton Capital Capital

0.35 0.35 (0.15) (0.15)

-7.5% -7.5% -17.5% -17.5% -27.5% -27.5%

(0.65) (0.65) (1.15) (1.15)

And Andititisistrue truethat thatsince sincethen, then,there therehave havealso alsobeen beensequential sequentialdeclines declinesininload loadpost postvolumes. volumes.However, However, this thishas hasprompted promptedseveral severalalarmists, alarmists,who whohave haveeither eitherforgotten forgottenororfailed failedtotolearn learnthe theprinciple principle ‘correlation ‘correlationisisnot notcausation, causation,totopublish publisharticles articlesabout aboutthe the“sharp, “sharp,painful painfuldownturn” downturn”and andmake make‘the ‘thesky sky

IOWA TRUCKING LIFELINER

isisfalling’ falling’predictions. predictions.

Van, it is really far too early to tell. We assert that the recent seq

and pricing in the spot market are the consequence of several o consumer spending. Instead, they are a combination of: 1. Optimization of contract vs. spot - shippers are maximizing their minimizing their use of the spot market to lessen the amount of (contract fuel surcharges lag as the reset is only once a week at

constantly demand higher fuelthe surcharge amounts a While the higher cost of gasoline might, in the weeks to come, as to truckers a very slight degree temper rate of growth in consumer spending and as a result dampen the rate of growth in goods shipped via Dry

And it is true that since then, there have Optimization of contract vs. spot 1 Week Diesel % Delta Van, it is really far too early to tell. We assert that the recent sequential declines in load post volumes also been sequential declines in load post - shippers are maximizing their 20.0% 0.70 and pricing in the spot market are the consequence of several other factors, factors not related to 15.0% Sources: EIA and volumes. However, this has prompted sev- use of the contract market and mini0.50 consumer spending. Instead, they are a combination10.0% of: Broughton Capital 0.30 eral alarmists, who have either forgotten mizing their use of the spot market to 5.0% re maxim0.0% izing their use of the contract market and 1. Optimization contract of vs.fuel spotsurcharge - shippers athey 0.10 or failed to learn the principle ‘correlation lessen theofamount (0.10) imizinto g th eir u(contract se of the sfuel pot msurcharges arket to lesslag en the-5.0% amount of fuel surcharge they have to pay is not causation, to publish articles about minhave pay -10.0% surcharges lag asathe reset only once a week at most, while spot fuel surcharges reset (0.30) the “sharp, painful downturn” and make (contract as thefuel reset is only once week atismost, constantly as truckers demand higher fuel surcharge amounts as a condition of load acceptance); ‘the sky is falling’ predictions. while spot fuel surcharges reset constantly While the higher cost of gasoline might, as truckers demand higher fuel surcharge When diesel prices are increasing by $0.10 to $0.20 a day (they Week Dieseldisparity $ Delta ($0.13 to $0.15 a mile) dev Diesel of % Delta in the weeks to come, to a very slight degree amounts as1aWeek condition load acceptance); March), there a1 significant and the contract fuel surchar 20.0% 0.70 temper the rate of growth in consumer When diesel prices are increasing by $0.10 15.0% Sources: EIA and 0.50 Sources: EIA and spending and as a result dampen the rate 10.0% to $0.20 a day (they went upCapital $0.75 in the Broughton Broughton Capital of growth in goods shipped via Dry Van, it 5.0% second week of March), there a significant 0.30 0.10 a mile) develops is really far too early to tell. We assert that2. 0.0% Ddisparity elayed sea($0.13 sonalitto y – $0.15 January and February load levels were unseasonable strong. Instead of (0.10) -5.0% between the spot fuel surcharge and the the recent sequential declines in load post sequentially declining through the first 10 weeks of the quarter, they rose to levels materially above (0.30) -10.0% contract fuel surcharge. volumes and pricing in the spot market are December, and recent declines have only brought them back to December levels, still not where they the consequence of several other factors, would have been with normal seasonality. If loads continued to increase during the first 10 weeks diesel prices are increasing byand $0.10 to $0.20 a day (they wentsuch up $0.75 in the second week of factors not related to consumer spending. When instead of decreasing due to retail consumer behavior changes as increased use of gift March), there a significant disparity ($0.13 to $0.15 a mile) develops between the spot fuel surcharge Instead, they are a combination of: cards, then at least part of the recent decline mightfuel be nothing more than a delay in the normal and the contract surcharge. seasonal lull (i.e., is March the new late January/early February?);

Delayed seasonality – January and Broughton Capital Trucking Barometer® Dry Van, Weekly February load levels were unseasonLoad Search to Load Post Ratio (inverted) 1.0 able strong. Instead of sequentially declining through the first 10 weeks of the quar3.0 ter, they rose to levels materially above The Dismal Science www.broughtoncapital.com December, and recent declines have only brought them back to December levels, Load posts, in the most 5.0 still not where they would have been with recent week, were 4.6X the nadir of April '20 normal seasonality. If loads continued to Demand in the current week is still and 12.7% higher than relatively strong, while not at the increase during the first 10 weeks instead 7.0 the same week in '21. overwhelming levels it reached in January of decreasing due to retail and consumer and February, it is just slightly below the behavior changes such as increased use of levels of '18 and '21, and is above the levels Sources: Broughton Capital, 9.0 gift cards, then at least part of the recent of '17 and '20 (in same week). LLC, DAT Freight & Analytics, other private decline might be nothing more than a delay companies, and proprietary The Dismal Science www.broughtoncapital.com In the trendline above, the respective 14th week data partners/providers. in the normal seasonal lull (i.e., is March 11.0 in each year is highlighted with a square marker. the new late January/early February?);

Q1 '22 load post volumes were unseasonably strong for the first 10 weeks of the quarter, running at levels considered robust for volumes any weekwere of theunseasonably year. Even with the decline thefirst last83 weeks of the Q1 '22 load post strong forinthe quarter, '22quarter, volumesrunning were still Q1considered '21 volumesrobust and 2.0X volumes. weeks ofQ1the at1.4X levels for Q1 any'18 week of

The recent sequential decline could be nothing more complex than seasonal softness delayed.

the year. Even with the mild decline in the last 5 weeks of the quarter, Q1 '22 volumes were still 1.5X Q1 '21 volumes and 2.6X Q1 '18 volumes. The recent sequential decline could be nothing more complex than seasonal softness delayed.

The Dismal Science

www.broughtoncapital.com

ISSUE 2, 2022

Since the Flatbed Barometer remains above 70 (70.9 in the most recent week), and Flatbed spot pricing has stayed at the record levels it recently achieved, we see no value in including a chart for it that is similar to the two previous charts. There are a host of other reasons (construction/ housing, strong steel mill orders, robust manufacturing activity in multiple segments of the industrial economy), but as we have already discussed, the rise in the price of WTI Oil, and to a lesser extent the rise in the price of Natural Gas, has boosted rig count, which in turn has amplified demand for Flatbed. Also not to be overlooked, Flatbed does not lose market share to intermodal. When diesel spikes above $5.00, in Dry Van and Reefer there is a significant share shift away from over-the-road toward intermodal.

JANUARY &

FEBRUARY

LOAD LEVELS WERE UNSEASONABLY

STRONG

0.5

Broughton Capital Trucking Barometer® Reefer, Weekly Load Search to Load Post Ratio (inverted)

2.5

4.5

6.5

8.5

10.5

12.5

Demand for Reefer in the current week remains strong. While not at the overwhelming levels it reached in January and February, it has sequentially declined less than Dry Van. It is just barely below the level of '21, and is above the levels of '17, '18, and '20 (in same week). In the trendline above, the respective 14th week in each year is highlighted with a square marker.

IOWA TRUCKING LIFELINER

Sources: Broughton Capital, LLC, DAT Freight & Analytics, other private companies, and proprietary data partners/providers.

14.5

‘22volumes load post volumes strong for the first 8 Q1 '22 loadQ1 post were unseaswere onablyunseasonably strong for the first 8 weeks of the quarter, running at weeks of the quarter, running atyear. levelsEven considered robust for any week levels considered robust for any week of the with the mild decline in the lastof5 weeks of the quarter, Q1Even '22 volumes 1.5Xin Q1the '21last volumes andof2.6X '18 volumes. the year. with thewere mildstill decline 5 weeks the Q1 quarter, Q1 The recent‘22 seqvolumes uential dwere eclinestill cou1.5X ld beQ1 no‘21 thinvolumes g more coand mpl2.6X ex thaQ1 n s‘18 easvolumes. onal softness delayed.

The recent sequential decline could be nothing more complex than

Since the Flatbed Barometer remains above 70 (70.9 indelayed. the most recent week), and Flatbed spot seasonal softness

pricing has stayed at the record levels it recently achieved, we see no value in including a chart for it that is similar to the two previous charts. There are a host of other reasons (construction/housing, strong steel mill orders, robust manufacturing activity in multiple segments of the industrial economy), but as we have already discussed, the rise in the price of WTI Oil, and to a lesser extent the rise in the price of Natural Gas, has boosted rig count, which in turn has amplified demand for Flatbed. Also not to be overlooked, Flatbed does not lose market share to intermodal. When diesel spikes above $5.00, in Dry Van and Reefer there is a significant share shift away from over-the-road toward intermodal.

The Dismal Science

Load posts, in the most recent week, were 5.3X the nadir of April '20 and 8.1% higher than the same week in '21.

www.broughtoncapital.com

many transit lanes and it is approaching 400 miles in some lanes. This is well understood by most marketplace participants. What is not understood by those outside the trucking industry, and even underappreciated by most of those who are in the industry – how substantial the magnitude of the potential share shift from over-the-road truck to domestic intermodal (truck to rail to truck) is. As the

length of haul becomes shorter (especially, once it falls below 500 miles), the number of loads (the size of the market share that is ‘up for grabs’) starts to increase at an exponential rate. We estimate that there are as many loads in the 400 to 500-mile length of haul as there are in the 500 to 1,000mile length of haul.

50.0%

Truckload Demand by Length of Haul

45.0% 40.0% 35.0%

We estimate >70% of all loads are hauled less than 600 miles. Only 1.2% of loads are hauled for more than 3,000 miles.

30.0% 25.0% 20.0% 15.0%

% of Total Marketplace

Share shift from over-the-road dry van truckload to domestic intermodal (truck-to-rail-to-truck). As the cost of the fuel surcharge goes up, the breakeven mileage point of switching to intermodal goes down. With diesel prices exceeding $5.00 a gallon the breakeven point has fallen as low as 450 miles in many transit lanes and it is approaching 400 miles in some lanes. This is well understood by most marketplace participants. What is not understood by those outside the trucking industry, and even underappreciated by most of those who are in the industry – how substantial the magnitude of the potential share shift from over-the-road truck to domestic intermodal (truck to rail to truck) is. As the length of haul becomes shorter (especially, once it falls below 500 miles), the number of loads (the size of the market share that is ‘up for grabs’) starts

10.0% Source: Broughton Capital, LLC <3,000

<2,500

<2,000 <1,500 <1,000 Length of Haul in Miles

<500

<100

5.0% 0.0%

increase in the priceforofintermodal diesel has put to increase exponential We of The The increase inat thean price of diesel hasrate. put ~10% the Dry Van loads ‘in-play’ ~10% of the Dry Van loads ‘in-play’ for interthe 400 to 500-mile length of haul as there modal competitors. 4. Inventory restocking finally beginning to catch-up – after almost 2 years of supply chain issues, are in the 500 to 1,000-mile length of haul. estimate that there are as many loads in competitors.

many distribution managers are finally starting to catch-up. As inventories on shelves and in

warehouses have begun to reach normalized levels for more and more retailers and manufacturers, and in a meaningful number of products, the velocity of freight moves transitions from a pace that is

Inventory restocking finally beginning to catch-up – after almost 2 years of supply chain issues, many distribution managers are finally starting to catch-up. As inventories on shelves and in warehouses have begun to reach normalized levels for more and more retailers and manufacturers, and in a meaningful number of products, the velocity of

freight moves transitions from a pace that omy is akin to a battleship. It is enoris ever-increasing to a more manageable mous and takes a while to turn. If this is the beginning of a slowdown, it is far too andDismal sustainable The Science flow rate. Is this transition www.broughtoncapital.com being misinterpreted as a decline? early to diagnose it with the high degree All of which is our long-winded way of of certainty expressed by those predicting saying – No one really knows for certain. doomsday. Instead of Armageddon, it may The current slow-down in the spot market be nothing more than a little mode share for trucking may indeed be the beginning shift, mixed in which increased focus on of an economic slowdown. But the econ- the use of contract carriers, with a little delayed seasonality and inventory replenishment sprinkled on top. Until we have more bearish data that lacks an alternative bullish explanation, we see no reason to desert our bullish outlook. After spending over two decades as one of Wall Street’s top Analysts and one of its leading Market Strategists, Donald Broughton founded Broughton Capital in 2017. Broughton is notorious as a hard-hitting forensic accountant, using Sell ratings more often than any other analyst. He is highly regarded for translating goods flow data into economic forecasts that have proven to be highly prophetic. Additionally, Broughton is convinced that most individuals know much more about the economy than they realize and believes that economists are only boring because they are lazy or choose to be.

ISSUE 2, 2022

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AWARD WINNER INSIGHT 2021 IMTA OUTSTANDING PROFESSIONAL TRUCK DRIVER OF THE YEAR John W. Smith, Warren Transport, Inc.

The professional truck driver is without question the foundation of this great industry. These true professionals not only deliver the products we all depend on, but they also deliver the peace of mind that only a true professional can deliver. We are all the beneficiaries of their professionalism, commitment, and compassion. Additionally, professional truck drivers exemplify what it means to be a selfless hero because they care more about what others need than what they themselves need.

How do you define professionalism and how do you “walk the walk” every day as a professional truck driver? A professional truck driver takes their driving seriously and leads by example in their driving efforts or on a personal level. For me, my career, my license, my life revolves around trucking and safety is my lifeblood. Doing everything safely ensures my livelihood is protected and the other motorists around me are protected as well. As a professional you never hesitate to help others and continually try to improve the image of truck drivers. We are the image of the industry and need to convey that appropriately.

What is one piece of advice you would give to a trucking company as they are recruiting new drivers?

As the saying goes, honesty is the best policy. Companies need to be realistic and honest about what they have to offer. The worst thing companies can do from a retention standpoint is to be dishonest. You’ll lose drivers or other employees quickly if word spreads.

2021 IMTA Outstanding Professional Truck Driver of the Year John W. Smith Warren Transport, Inc.

As an industry, we continue to deal with an escalating driver shortage. Do you believe that simply increasing driver pay is the solution or is there other things that should be done to attract people to our industry?

I most certainly think pay is part of the ongoing problem, but I also think we need to improve our image to the public. Kids no longer want to grow up to be a truck driver like I did, the industry needs to capture the attention of our highschoolers and really explain and show them what being a truck driver means. Need to make it a cool career, which it really is.

What is your most valuable safety tip that you would give to a brand-new truck driver?

Turn off the phones and other electronic devices when you are driving so you have less distractions. Safety keeps us alive, and we need safety protocols to keep out or rid our industry of the bad actors who don’t put safety as their #1 priority.

What is one driving tip you would like to give to every driver on the road that isn’t a truck driver?

2022 IMTA ANNUAL AWARDS PROGRAM Through the IMTA Annual Awards Program the Iowa Motor Truck Association offers a variety of opportunities for members to gain further recognition of their own employees or departments that continually demonstrate tremendous dedication in the areas of safety, maintenance and operations. Nomination forms for 2022 are now available under the events tab at iowamotortruck.com. Deadline to apply is Friday, July 22.

IOWA TRUCKING LIFELINER

Exactly the same thing I’d suggest to a brand-new truck driver. Distraction can be deadly, so you need to be more aware of what is going on in front of you on the road, not on your cellphone.

As a professional truck driver how do you think we can successfully combat distracted driving?

Continue having discussions about the losses we all have due to the distractions. The hard truths need to be explained, it’s more than just an “accident” it’s about peoples’ lives being impacted.

As states continue to develop solutions to combat the ongoing issues with truck parking, what are some factors they should consider as they try to create additional parking? I think States should stop shutting down rest areas because reopening them would help a great deal. We don’t ask for a lot other than a place to park, restrooms, and trash receptacles. Simple improvements can make a huge difference in our world.

AWARD WINNER INSIGHT 2021 IMTA MASTER TRUCK DRIVER OF THE YEAR Dean Key, Ruan Transportation

The definition of “master” is someone that is very adept, experienced, skillful, an “ace.” Someone that is extremely proficient, someone that has demonstrated a lifelong commitment to achieving excellence in a very focused manner. A “master” has a record that demonstrates and shows that they are worthy of being in a category of their own. Unprecedented excellence, record breaking, untouchable achievements. All these words appropriately describe what it takes and what it means to be able to be recognized as a Master Truck Driver.

How do you define professionalism and how do you “walk the walk” every day as a professional truck driver? I believe that a true professional is one who takes pride in his/her work, does everything to the best of their ability and does everything they can to lighten the load of people around them. It is also someone who takes care of themselves, presents themselves professionally and with a good attitude. Treat people you encounter with respect. You are representing your company, your company’s customers, and the industry. Take pride in that. A professional is also someone who keeps his/her equipment clean and in great condition – inside and out. Everything here is image portrayal. I do my best to show up as a Picasso, not a junkyard heap.

What is one piece of advice you would give to a trucking company as they are recruiting new drivers? Treat potential employees with integrity. Don’t fake it – have it. People can tell if you don’t. If you exude integrity, you will earn people’s respect. And yes, this should go both ways.

2021 IMTA Master Truck Driver of the Year Dean Key Ruan Transportation

I think that pay is the biggest thing to attract folks into the industry. But I also think that most people don’t want to be away from home weeks on end. The availability of more frequent home time is also a big one. I also believe that people have no idea what the industry is, what it does, and what it can provide for them, so education on the industry is much needed.

What is your most valuable safety tip that you would give to a brand-new truck driver? Always be aware of your surroundings. Whether you are driving down the road, sitting somewhere or fueling, loading, or unloading, always pay attention to the task at hand. If you are always paying attention, you will always have time to react.

What is one driving tip you would like to give to every driver on the road that isn’t a truck driver? Give large vehicles space. Large vehicles require more space than cars to start, stop and maneuver. Please work with large vehicles. We aren’t trying to be in your way on purpose!

As a professional truck driver how do you think we can successfully combat distracted driving? I’m not sure what the best way is. Most anything can be a distraction. I believe that there is not enough education when it comes to distracted driving. Driver’s should be taught not only about what distracted driving is, but also what can happen in those short seconds of time. My recent experience with driving simulators tells me that simulators may be one way of doing so. It is ultimately about how to get drivers to make good decisions while driving.

As states continue to develop solutions to combat the ongoing issues with truck parking, what are some factors they should consider as they try to create additional parking? I think that a lot of the reason that there isn’t more truck parking is because of the resources it takes to maintain simple truck parking. Availability of restaurants/groceries at least within deliverable distance. Garbage receptacles are a must. I think that at least minimalist restrooms should be available. A safe location is a must if you want drivers to get decent rest.

ISSUE 2, 2022

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IMTA PRIORITIES Workforce: Attracting Folks to our Industry As every IMTA member continues to look for ways to attract drivers, mechanics, and employees to their operations, IMTA has continued to make this a top priority as well. Several different initiatives have been created to highlight the many job opportunities that prevail in the industry, but IMTA’s show trailer is by far the most effective at giving individuals of all ages an “up close and personal” look at the industry. Since the beginning of the year, through partnerships with the Department of Education, the IMTA show trailer has been featured at high schools throughout the State of Iowa. Over 5,000 students have spent time in the show trailer with 1,000 of those potential employees sitting in the seat of the IMTA driving simulator. “The response has been tremendous, and the feedback has been as equally positive. Wherever the show trailer has stopped, the students have flocked to it, especially the driving simulator,” said Allison Meiners, IMTA’s Director of Safety and Member Services. Allison and her team are responsible for this important outreach, and they see no end in sight. “We are already getting requests from schools for the start of the next school year in the fall, and in many

cases, they are schools where we have already been to, but it was such a positive experience, they want us back,” said Allison. Because of the demand, IMTA started a Driver Ambassador program to have a flex fleet of professional truck drivers to help accommodate all the requests. Two of these professional drivers travel with the show trailer at all times and have been trained by IMTA to present the accompanying program that is shared with students of all ages. “The show trailer and driving simulator is the very best way to build enthusiasm and interest in our industry. Everyone is intrigued and fascinated with big trucks and then you give them an opportunity to experience the driving simulator and quite honestly, they are hooked, it is the best tool we have to attract folks to our industry,” said IMTA President Brenda Neville. IMTA members are welcome to use the show trailer as well for their company or community events. To schedule the IMTA show trailer, please contact the IMTA office as soon as possible because the summer calendar is filling up quickly.

5,000 STUDENTS

IN THE

SHOW TRAILER

1,000 STUDENTS

IN THE

DRIVING SIMULATOR

IOWA TRUCKING LIFELINER

IMTA PRIORITIES

15 SCHOOL

EVENTS IN FEBRUARY THROUGH MAY

IMTA Driver Ambassadors Todd Anderson Hy-Vee, Inc. 34 Years Driving Experience Doug Beach Ruan Transportation 22 Years Driving Experience Gary Benser CRST The Transportation Solution 29 Years Driving Experience

School Locations Visited • Ackley • Churdan • Colo • Council Bluffs • Des Moines • Emmetsburg • Fort Dodge • Hiawatha • Iowa Falls • Lenox • Sheldon • Sioux City • State Center • Tripoli • West Burlington

Wayne Brumwell Walmart Transportation 54 Years Driving Experience

Dean Key Ruan Transportation 37 Years Driving Experience

Scott Delaney Casey’s General Stores 38 Years Driving Experience

Brian Merritt Weinrich Truck Line, Inc. 10 Years Driving Experience

Virgil Dickeson Ruan Transportation 44 Years Driving Experience

Terry Owens Ruan Transportation 37 Years Driving Experience

Chris Dougherty Solar Transport 26 Years Driving Experience

Vance Phillips Casey’s General Stores (Retired) 18 Years Driving Experience

Rick Eckhardt Ruan Transportation 29 Years Driving Experience

Greg Ratliff Crst The Transportation Solution 5 Years Driving Experience

Leland Hildebrandt Ruan Transportation 40 Years Driving Experience

Jim Stinemates Walmart Transportation 43 Years Driving Experience

ISSUE 2, 2022

IMTA UPDATE 2022 IMTA Leadership Class Embarks on Personal & Professional Development

COURTNEY BACHEL

TARA BARR

BRAD BOCKELMANN

COREY BRUCE

DECKER TRUCK LINE, INC.

CLAUSEN COMPANIES

MIDWEST PETERBILT GROUP

JT LOGISTICS

AUSTIN BUDDEN

SCOTT BURMESTER

MATT FLEMING

CLINTON FLETCHER

SCHUSTER CO

CRST THE TRANSPORTATION SOLUTION, INC.

RUAN TRANSPORTATION

WARREN TRANSPORT, INC.

JOE HOFFMAN

TOM HOWARD HY-VEE

JOE KARBERG

CODY KELLEY

HIRSCHBACH MOTOR LINES

TRUENORTH COMPANIES

BEN KOEHLER

LIZ KRAUSE

CONNOR LEWIS

CAITLIN MUHLBAUER

MHC KENWORTH

MHCS

TRUCK CENTER COMPANIES

HEYL TRUCK LINES, INC.

BOB MYERS

BRETT PIERCE

MARK RODENBORN

KRISTY RYAN

PDI

WEST SIDE TRANSPORT, INC.

DON HUMMER TRUCKING

RELION INSURANCE SOLUTIONS

ERIC SCHRODT

ADAM SHOUSE

HEIDI SMITH

JESSICA SPANEL

ZACH STONE

PANAMA TRANSFER, INC.

US CARGO CONTROL

STUTSMAN LOGISTICS, INC.

TRUCK COUNTRY

MIDWEST WHEEL COMPANIES

IMTA has always been committed to investing in the future leaders of the industry and the association. In 1993, IMTA leaders determined that IMTA needed to offer a program that would allow future leaders to become better acquainted with IMTA and its efforts. Now, 29 years later, the leadership program is still in place and over 400 people have participated. The class meets four days over a twomonth period, and then concludes their development at the Leadership Conference hosted by the LEAD IMTA Council. The sessions are geared for both professional and personal development. “The Leadership Program is one of the greatest investments we can make for the future of our Association,” said IMTA Chairman Brenda Dittmer. The 2022 Leadership Class will be recognized at the IMTA Management Conference on Thursday, September 15, at the annual Leadership Luncheon.

2022 IMTA Leadership Class

IOWA TRUCKING LIFELINER

THOMPSON TRUCK & TRAILER

IMTA UPDATE IMTA Happy Hour Tour Across Iowa If all our Happy Hour events are as well attended as the one hosted in Des Moines, we’ll be setting attendance records for the year. Over 80 IMTA members and guests attended the Des Moines event held at the Republic on Grand rooftop bard. The evening was not only full of laughter and conversation, but many new connections were made, and new faces were introduced to the IMTA for the first time.

Doug Schmidt (Midwest Peterbilt Group) & Dave Schaer (Trivista Companies)

Connor Lewis (Truck Center Companies) & James Bobitt (JT Logistics)

Ruan Transportation was well represented at the event with over 11 people registered.

Adrian Dickey (Dickey Transport), IMTA President Brenda Neville, Diane & Kevin Gass (PDI)

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Wade Benning (Purple Wave Auction) & Justin Eastman (Barton Solvents)

Matt Fleming & Samantha Lettow (Ruan Transportation)

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ISSUE 2, 2022

IMTA UPDATE Safety Professionals Conference Touches on Wide Spectrum of Topics The Iowa Council of Safety Management hosted their annual Safety Professionals Conference that brought over 50 ICSM and IMTA members together to hear from various experts on workers’ compensation, hazmat, driver retention, cargo claims, and more. Not only are the presentations valuable, but the networking amongst attendees also always proves to be a highlight of the event.

Kyle Makar & Jesse Kluesner (Capital City Fruit); Terry Pump (CRST The Transportation Solution, Inc.)

THANK YOU SPONSORS BMO Transportation Finance Cottingham & Butler J.J. Keller & Associates, Inc. MHC Kenworth MHCS Mid-States Utility Trailer Midwest Peterbilt Group Midwest Wheel Companies PrePass Safety Alliance

Tenstreet Thermo King Sales & Service Thompson Truck & Trailer Trivista Companies, Inc. / QSC LLC Truck Center Companies Truck Country TrueNorth Companies US Cargo Control Wilson Trailer Company Sarah Hammond (Hirschbach Motor Lines); Mandy Lozier (JMT Trucking)

Maintenance Professionals Compete at Annual IMTA Event IMTA hosted the 2022 Maintenance Technician Competition at Truck Center Companies in Altoona, Iowa, with seventeen competitors going head-to-head from around the state. These competitors astoundingly represent 250 years of experience in the trucking industry. The competition consisted of a written exam and eight stations full of scenarios, troubleshooting, identification of parts, and personal interviews. Congratulations to our competitors & our winners! 1st Place James Wheetley, Ruan Transportation

2022 Planning Committee: Jason Jenkins (Walmart Transportation); Event Chairman Aaron Wieland (Schuster Co.); Jerry Bender (Midwest Wheel Companies); Allen Crouch (Truck Center Companies)

2nd Place John Snyder, Cornhusker International 3rd Place Austin Vorhees, Thompson Truck & Trailer Damon Gray Character Award Cody Conn, Ruan Transportation James Wheetley (Ruan Transportation) took home first place for the third year in a row. His award was presented to him by Dave Wiederin & Jason Rose from event sponsor Midwest Wheel Companies.

THANK YOU SPONSORS Gatr Truck Center GTG Peterbilt, Inc. Interstate PowerSystems Lube-Tech MHC Kenworth

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Midwest Peterbilt Group Midwest Wheel Companies Ottsen Oil Company PrePass Safety Alliance RDO Truck Centers

Thermo King Sales & Service Thompson Truck & Trailer Trivista Companies, Inc. / QSC LLC Truck Center Companies Truck Country

TrueNorth Companies Ziegler CAT

IMTA UPDATE IMTA Leaders Gather for their Spring Board Meeting IMTA’s Board recently gathered for their annual spring meeting to review progress on strategic priorities, get an update on legislative work both in Iowa and DC, listen to informative speakers and network with fellow Directors and invited guests. Over 60 people were in attendance. The group enjoyed presentations from National Fuel Analyst Dean Foreman with the American Petroleum Institute, Economist Donald Broughton with Broughton Capital, and Congresswoman Mariannette Miller-Meeks. The Board holds two in-person meetings a year and two virtual meetings. “We are very fortunate to have an active and engaged board. These volunteer leaders represent all sizes and types of carriers within the IMTA membership and are very dedicated to directing IMTA’s legislative agenda and ensuring that the association is serving the needs of the membership. I am always honored to serve with such a great group of folks,” said IMTA Chairman Brenda Dittmer with Weinrich Trucking.

Matt Hurd (Hanifen Towing) IMTA Chairman of the Board Brenda Dittmer (Weinrich Truck Line, Inc.); Barry Dittmer (Weinrich Truck Line, Inc.); Foundation Board Member Delwin Van Wyk John Dalrymple (West Side Transport, Inc.); Mark Olson (Olson Explosives, Inc.); Eric Heman (Hueneman Farms)

IMTA Chairman of the Board Brenda Dittmer (Weinrich Truck Line, Inc.); IMTA President Brenda Neville; Adrian Dickey (Dickey Transport); Congresswoman Mariannette Miller-Meeks David Riggan (TanTara Transportation); Travis Thompson (Thompson Truck & Trailer); Mike Spalla (Kunkel & Associates)

Lawsuit Abuse Training Concludes with In-Person Training The conclusion of IMTA’s Lawsuit Abuse Training Program featured a two-day, in-person training with Dr. Bill Kanasky and Sean Murphy, from Courtroom Science. This training highlighted reptile theory, crisis planning and communications, jury research, and witness training. Additionally, attendees were treated to an intriguing mock deposition featuring the plaintiff attorneys played by IMTA Lobbyist March Beltrame and Carolyn Buckingham of CRST The Transportation Solution, Inc. The defendants were played by Rick George of Decker Truck Line, Melinda Anderson of Ennis Corp., and David Riggan of TanTara Transportation. Because of the popularity of the program, IMTA is exploring ongoing training options for the Fall.

IMTA Chairman of the Board Brenda Dittmer (Weinrich Truck Line, Inc.); presenter Dr. Bill Kanasky (Courtroom Science); IMTA Lobbyist Marc Beltrame; Carolyn Buckingham (CRST The Transportation Solution, Inc.); Melinda Anderson (Ennis Corp.)

ISSUE 2, 2022

FINAL THOUGHT

IMTA Allied Division Steps Up Again Shortly after the association was formed in 1942, IMTA trucking leaders recognized that suppliers to the trucking industry also needed to be a part of the organization. It is unclear as to when the first supplier joined the association but by the early 1950s, the Allied Division was up and running and were mentioned in meeting minutes and promotional pieces for IMTA. From day one the supplier members have been an integral part of IMTA’s ongoing success. For many years, the Allied Division was responsible for several IMTA events, most notably the annual convention. The suppliers would organize the convention while also paying for it. Over the years, some of the nuances relative to the Allied Division’s involvement with IMTA events has changed but their support and importance to the association’s efforts has never wavered. IMTA’s Allied Division is comprised of almost 200 different companies offering services, products and support to Iowa’s trucking industry that is second to none. The suppliers know the pulse of the industry, they are in the trenches every day serving trucking companies of every size and demographic. They know the challenges and problems that the fleets are facing which makes them instrumental in helping IMTA develop its annual priorities. Often, a sup-

IOWA TRUCKING LIFELINER

plier member can make a valuable introduction to a potential carrier member that results in association membership. Every Allied member is a valuable partner in the association’s ongoing efforts to support the trucking industry. Since setting up the Allied Division, a portion of all Allied dues checks that came into IMTA went back to the Allied Division. Back in the day, this money was needed to provide the financial support for the convention. Over time, the convention became the primary responsibility of the association, which also meant that IMTA took on the financial responsibility. These changes offered the Allied Division the opportunity to explore new ways to support IMTA and recently IMTA was once again the recipient of the Allied Division’s generosity with a $50,000 contribution to IMTA’s lawsuit abuse education efforts and the IMTA show trailer outreach efforts. This generous support is yet another testament to the value of our industry suppliers. These valued IMTA members recognize the importance of supporting the association as it continues to find innovative and unique ways to tackle some of the most pressing challenges – workforce and tort reform. It was yet another exciting day at the Spring Board of Directors meeting when the current Allied Steering

Committee proudly turned over a check for $50,000. This funding will go a long way in supporting these two important initiatives. Now in return, we encourage all IMTA carrier members to review their current list of suppliers and if they are not members of the IMTA, please urge them to join or consider moving your business to a supplier that is so visibly and loyally supporting your operation through their involvement with IMTA. Allied Steering Committee members Darin Fischer (Truck Country), Jerry Bender (Midwest Wheel Companies), and Mike Spalla (Kunkel & Associates) presented IMTA Chairman Brenda Dittmer (Weinrich Truck Line, Inc.) with their $50,000 donation to the IMTA at the Spring Board of Directors meeting.

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2022 Lifeliner Magazine --- Issue 2

Articles inside

President’s Message

Legislative Update

Award Winner Insight