Over The Road October 2019

FOR

TRUCKERS

FR

JOBS

EE

October 2019

Family-owned & operated for 50 years

Keep this magazine in your truck...you never know when you’ll need it!

www.overtheroad.ca

/OverTheRoadMagazine

/OverTheRoadMag

2 • OVER THE ROAD

OCTOBER 2019

Put your future into gear

Put your future into gear

• Reputable & reliable

• Career growth opportunities • Route flexibility

• Competitive pay & benefits • Friendly work environment • Stable employment

• Reputable & reliable

• Competitive pay & benefits

• Career growth opportunities

• Friendly work environment

• Route flexibility

• Stable employment

JOIN US FOR THE NEXT 50!

rosedale.ca/drivers 1.855.721.3962

OCTOBER 2019

JOBS FOR TRUCKERS • 3

BUSINESS OFFICE 18 Parkglen Drive, Ottawa, Ontario K2G 3G9 1.800.416.8712 • 613.224.9947 Fax: 613.224.8825 Email: otr@otrgroup.ca

TORONTO OFFICE 416.763.5966 MONTREAL OFFICE 438.289.1186

1189694 Ontario Ltd. C.O.B. as Over The Road

www.overtheroad.ca Publisher Peter Charboneau

Account Executive Earle Madden

General Manager Ed Novoa ed@otrgroup.ca

Graphic Design & Advertising LKDesign

Director of Operations & Editor-in-Chief Cathryn Charboneau

Controller Estela Navarrete

peter@otrgroup.ca

cathryn@otrgroup.ca

Account Executive Luke Zentil luke@otrgroup.ca

earle@otrgroup.ca

lennykuiper@gmail.com

estela@otrgroup.ca

Office Manager

Mary Charboneau mary@otrgroup.ca

All advertisements, and/or editorials are accepted and published by Over the Road on the representation that the advertiser, its advertising company, and/ or the supplier of the editorials are authorized to publish the entire contents and subject matter thereof. The advertiser, its advertising company, and/or the supplier of the editorials will defend, indemnify and hold Over the Road harmless from and against any loss, expense or other liability resulting from any claims or suits for libel, violation of privacy, plagiarism, copyright or trademark infringement and any other claims or suits that may rise out of publication of such advertisement and/ or editorials. Press releases are expressly covered within the definition of editorials.

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Contact Bruce Harnock 1-888-532-2669 x6235 bharnock@k-dac.com

WWW.K-DAC.COM 1-888-KDAC-NOW

We are seeking experienced croSS border highway drivers We Provide: steady work, Performance bonus, Excellent Benefit Program, Runs across Canada & USA and a Family Atmosphere

4 • OVER THE ROAD

OCTOBER 2019

HERE WE GROW AGAIN! W E

R E Q U I R E

WE REQUIRE

Equipment 10 years or newer Minimum 2 years OTR experience with 6 months of flat deck experience Driver’s abstract/CVOR

GREAT BENEFITS

Operators for our Regional Business out of Ontario and Quebec with their Own or Company Provided Trailers

Company fuel cards No hold backs Benefit Package available Paid on Percentage of Revenue

Tenold Transportation Ltd. is a member of the

OCTOBER 2019 of companies Mullen Group

For more information

www.tenold.com EASTERN CANADA Stuart Lowe 1-800-267-4325 x205 slowe@tenold.com 100% Owner Operator Company

JOBS FOR TRUCKERS • 5

LOOKING FOR A CHANGE? TIRED OF WAITING FOR LOADS? WE SPECIALIZE IN DELIVERING NEW AND USED TRUCKS ACROSS NORTH AMERICA. If you’re AZ (CLASS 1) OR DZ (CLASS 3); looking for an exciting career; where you will be

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DRIVING VARIOUS TYPES OF EQUIPMENT

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JOIN

TODAY Call or Email Dan

1-855-781-3787 recruiting@drivestardelivers.com OCTOBER 2019

6 • OVER THE ROAD

M E D IAT E LY IM D E IR U Q E TEAM R D E D IC AT E D A O N LY FOR CANAD

ication! d e d r u o y ll a ful for We are thank ivers!

Thank you Dr 1.800.265.7875 > Long and short haul work available

Janet Schmitz

> In-house maintenance facility > Singles and teams > Benefits paid from Day 1 > Short haul top up > 99 % no touch freight

Happy Thanksgiving!

> 95 % of freight staged at our terminals

519.740.6500 x224 C. 519.209.3230

jschmitz@transfrt.com Or you can apply online at

www.transfrt.com

> Average fleet age 1 ½ years TERMINALS LOCATED IN AYR, ON CALGARY, AB VANCOUVER, BC

PETS WELCOME! OCTOBER 2019

1126 Industrial Rd. AYR, ON

JOBS FOR TRUCKERS • 7

DRIVER TURNOVER IS A PROBLEM THE GOOD NEWS IS THAT YOU CAN DO SOMETHING ABOUT IT Learn how to determine WHY your drivers are leaving.

Learn how to FIX these reasons.

ENGAGE your staff to follow the tried and tested DRIVER RETENTION PLAN.

Regular CONSULTATIONS to keep you on track.

FOR A FREE CONSULTATION out ROAD to rhaight10@gmail.com 8 •Reach OVER THE

and let’s discuss yourOCTOBER options.

2019

New Volvo tractors No forced dispatch

Safety Bonus Fuel Cap $0.47

Paved, secure yard On-site garage

At TransPro we treat each of our drivers like family. Our team of Dispatchers, Safety and Payroll are driver-focused and happy to help get the miles you want and the hometime you need. You do the driving, we take care of the rest.

Protect your cargo from strap damage Reduce insurance claims for damaged goods Improve your service and company image Become a leader in cargo control and management Reduce the wear on straps Show you really care about your freight Email: sales@veeboards.ca OCTOBER 2019

JOBS FOR TRUCKERS • 9

Moving the Moving the industry forward. industry forward.

One kilometre at a time.

One kilometre at a time.

Get on the road to success with the world’s largest retailer.

Get on the road to success with the world’s largest retailer.

NOW HIRING NOW HIRING in Mississauga and

in Mississauga and Cornwall, Ontario Cornwall, Ontario Full-time AZ drivers Full-time AZ drivers for City and Long Haul for City and Long Haul We offer We offer wages • Competitive

wagesHealth & Dental, • Competitive Benefits including: Company matched Pension Plan Benefi ts including: Health & Dental, • RSP, RSP, Company matched Pension Plan discount program • Walmart 10Walmart • OVER discount THE ROAD program •

Apply Apply Today!

Today!

Send your resume, CVOR and Driver Send yourtoresume, CVOR and Driver Abstract careers@walmartfl eet.ca Abstract to careers@walmartfl eet.ca or call: 905 670-9966 extOCTOBER 60518 2019 or call: 905 670-9966 ext 60518

Class 1 – AZ Company Drivers Required Both Teams and Singles to run Canada/USA Special Need for 2 Day Cab Drivers in Brampton, ON

NEW PAY PACKAGE .50 .58 Singles up to

/mile

Teams up to

/mile

> Including a group health & benefits plan and a company pension plan > Paid weekly with direct deposits > Paid picks & drops, paid loading & unloading > Steady miles year round > We provide regular home time from our terminals in Winnipeg, Brampton and New Brunswick

Special Need for Canada/US Owner Operator Teams for Scheduled Weekly Runs

WE REQUIRE 2 years verifiable experience Clean abstract / Criminal search

Please contact our Recruiting Department for more details Brian Sparkes | b.sparkes@ayrmotor.com Amanda Durling | amanda.durling@ayrmotor.com Kristen Murchison | kristen.murchison@ayrmotor.com Andrea Grant | andrea.grant@ayrmotor.com

Woodstock, New Brunswick T 1-800-668-0099 / 1-506-325-2205 F 1-877-325-2952 Brampton, Ontario T 1-800-668-0099 F 1-877-325-2952 Winnipeg, Manitoba T 1-800-668-0099 F 1-877-325-2952

www.ayrmotor.ca

OCTOBER 2019

“What I like the most about working at AYR Motor is getting lots of miles; working with friendly staff; and having well maintained equipment. I have been here for 8 and ½ years, and don’t intend to leave any time soon. I really enjoy the steady work, and that home time is easy to get. I have over 1 million accident free miles and I am proudly a member of the Million Mile Club.”

– Gary Cameron

JOBS FOR TRUCKERS • 11

Rick Geller ClaimsPro

New Rules: Drug & Alcohol Clearing House Legislation for the FMCSA Drug and Alcohol Clearinghouse comes into effect on January 6th, 2020. If you haven’t had a look at this new legislation, you can check it out at https://clearinghouse. fmcsa.dot.gov/.

For Drivers and Owner Operators, there are several key components that you should be familiar with. The Clearinghouse final rule does not change any of the existing requirements in Part 40, the DOT-wide procedures for workplace drug and alcohol testing. It is simply a central location for compiling results of those tests that is intended to streamline the process for employers and prospective employers to obtain real-time information about driver drug and alcohol violations.

Employers will be required to report the following violations to the Clearinghouse: • All drug and alcohol program violations;

12 • OVER THE ROAD

Richard D. Geller

Director, Safety & Risk Management Services 200-1479 Buffalo Place Winnipeg, MB, R3T 1L7 T : 204-985-1777 F: 204-985-1786 • A negative return-to-duty test result; richard.geller@scm.ca

• The driver’s refusal to submit to a DOT test for drug or alcohol use; • An “actual knowledge” violation, as defined in §382.107, and; • A report that the driver successfully completed all follow-up tests as ordered by the Substance Abuse Professional (SAP).

There is an administrative process for Drivers to request corrections on their Clearinghouse record (§382.717). Drivers may challenge only the accuracy of the information reported, not the accuracy or validity of test results or refusals.

Employers of CDL drivers must conduct pre-employment queries through electronic requests for information to determine whether prospective hires have unresolved drug or alcohol violations that prohibit them from performing safetysensitive functions. (A full query that

OCTOBER 2019

requires the driver’s specific consent before information can be released)

Drivers registered with the Clearinghouse will be able to:

Employers are also obligated to query the Clearinghouse annually to determine whether current employees have incurred drug or alcohol violations while working for another employer.

(A limited query that requires only a driver’s general consent before information can be released)

• Log into the Clearinghouse to electronically provide consent to requests from prospective or current employers needing to access full details of any drug or alcohol violations;

While both queries require the Driver’s consent before information can be released, it is important to note that Drivers who refuse to provide consent are not eligible to perform a safetysensitive function.

• Engage a Substance Abuse Professional (SAP). A Driver must identify the SAP in the Clearinghouse to initiate the return-to-duty (RTD) process.

• Log in at any time to view their individual Driver record and;

Drivers can choose a notification method (email or mail). Any time information on the Driver within the Clearinghouse is added, revised or removed, the Driver will be notified.

Owner Operators are subject to the requirements pertaining to employers as well as those pertaining to Drivers.

Under the Clearinghouse final rule, an employer who employs themselves as a Driver must also designate a consortium/third party administrator to comply with the employer’s Clearinghouse reporting requirements.

Rick Geller, CRM Director of Safety and Risk Management Services ClaimsPro Telephone: 204-985-1777 Email: Richard.Geller@scm.ca

Drivers who are looking to switch jobs must register in the Clearinghouse so that prospective employers are able to complete the required query.

OCTOBER 2019

JOBS FOR TRUCKERS • 13

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NOW HIRING

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Work Available USA Corridor Home Daily –Days or Nights Pet/Passenger Program A CANADIAN CARRIER SINCE 1985 OCTOBER 2019

Networking. Support. Empowerment.

OCTOBER 2019

JOBS FOR TRUCKERS • 15

MAKING YOUR MILES COUNT Robert D. Scheper

Integrity in Politics: Words Verses Deeds Integrity will always be more of ‘what you do’ and less ‘what you say’. However, politics tends to be much more about saying the right thing while doing something… well, different. In kindergarten, we are taught that’s lying. In the political world, it’s called spinning. Political spin is the art of turning one’s perception into another by a string of words that drag the pointed finger in a 180-degree turn. If you’ve been around long enough, you’ve witnessed some whopper spins.

Usually, ‘spins’ are not glaringly obvious. They are subtly designed as pieces of a puzzle or picture intended to present issues in a specific light (or omit critical information) contrary to the facts.

In my municipality, we have a counselor (Alvin Derksen) that has been a little difficult to listen to lately. In the last few weeks/months he has released several articles or discourses levelled against the Reeve and Deputy Reeve as well as members of our community*. These accusations are words designed to paint a picture of negligence and/or implications of corruption.

However, the facts very much paint a different picture.

Both the Reeve and Deputy Reeve have been locally known as two of our most fiscally conservative members serving our

16 • OVER THE ROAD

municipality. I’ll provide two small examples.

Instead of purchasing a brand-new grader, they successfully pushed to purchase a used grader (the deputy Reeve runs a large, 3rd generation farm and is fully knowledgeable about all things machinery/equipment). The value of the purchase saved $200,000 from the budget while keeping or even exceeding productivity. Secondly, during a very wet year, the Reeve decided to not overhaul a road that needed repair. The wet season has so saturated the ground that the cost of repair would greatly exceed the budget. They postponed the major repair to the next year. This restraint, in face of pressure to proceed ‘no matter what the cost’, saved the budget another bucket of cash. These are just two of many examples of actions that reflect prudent financial management practices.

Having government officials show fiscal restraint in the management of their responsibilities provides the best picture a tax-paying citizen could ever wish for.

One of the articles complained about speeding on a freshly paved road (apparently just in front of the counselor’s house). The words droned on and on about the speed being so fast you couldn’t tell the paint color of the car. However, the critical information in this article was the fact that his street was freshly repaved. Once researched, the facts found that it was his push to repave the road in front of HIS house (an act

OCTOBER 2019

*To view Counselor Alvin Derksen’s Articles: www.steinbachonline.com

of luxury considering the many, many other, higher priority projects). In other words, he used his elected position to further his personal gain in property value. It’s not exactly an action that reflects confidence and trust.

“Councelor Distressed at Excessive Speeding on La Broquiere Roadway Aug. 30, 2019” “LaBroquiere’s Deputy Reeve Missing Many Meetings Aug. 28, 2019”

Soon thereafter he pushed to be sent to Halifax for a conference... on the municipality’s dime… with his wife.

“Fresh Blacktop for St. Joseph June 13, 2019” “La Broquerie Reeve Fence: Mar. 29, Apr. 25, June 13, 2019”

Integrity in politics is not based on carefully constructed words but on what they end up DOING. Don’t listen to what politicians say, look at what politicians DO. If you’ve never seen them do anything, be wary. Look at their friends and associates; what type of characters are they? Do they operate as a team to scratch each other’s back? Do they consider ‘backscratching’ normal political behavior? Or does their behavior inspire trust and integrity?

During our election cycle, let’s choose our candidates based on their character, not their charisma, words or perks… vote for policy (beliefs/values), not mere words.

About the Author: Robert D. Scheper is a leading Accountant and Consultant to the Lease/Owner operator industry in Canada. His first book in the Making Your Miles Count series “taxes, taxes, taxes” was released in 2007. His firm exclusively serves Lease/Owner Operators across Canada. His second book “Choosing a Trucking company” is the most in-depth analysis of the operator industry available today. He has a Master degree (MBA) in financial management and has been serving the industry since he and his wife came off the road in 1993. His dedication, commitment and strong opinions can be read and heard in many articles and seminars.

One of the counselors’ written swipe accused the Deputy Reeve of not attending enough meetings (ignoring the deputy Reeve’s highvolume seasonal farm obligations). Quoting attendance numbers and whining about the procedure, he droned on with many colorful words that reminded me of a child in the cereal aisle holding his breath for a box of cocoa puffs. Deputy Reeve has a full-time job besides his obligation as Deputy Reeve… the only ‘work’ Alvin Derksen can find is this part-time political position…which gives him plenty of time to write disruptive articles.

You can find him at www.making yourmilescount.com or 1-877-987-9787.

In the real world of action and consequences, we know it will always be better to have 50% of a wise man than 100% of a fool.

OCTOBER 2019

JOBS FOR TRUCKERS • 17

FIRST CLASS PAY • SAFETY • SUPPORT • EQUIPMENT

LIFESTYLE • TRAINING • THE COMPANY

DRIVING EXPERIENCE

Lifestyle Challenger puts drivers – and their best friends – first. We understand drivers have a life outside of work, and through our different divisions, offer roles that fit different lifestyles. You can take your dog with you on the road, and tune into your favourite SiriusXM Satellite radio channel. We care about your health and well-being, and offer benefits packages and our employee assistance plan.

At Challenger, it’s our people who get the job done and we treat them right.

Hiring Professional Drivers!

We’re hiring AZ / Class 1 Drivers. Also seeking Owner Operators. Call today! 1 800 334 5142

18 • OVER THE ROADrstclass | recruiting@challenger.com www.challenger.com/fi

OCTOBER 2019

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You Could Be Saving More Money In Your Business...

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1 Streamlined Orientations The average savings for a company who is able to eliminate one day of time a driver spends in orientation by using Infinit-i Workforce, including getting the driver on the road one day sooner, equates to $1008 per driver hired.

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3 Instant Corrective Action Training When a driver receives a violation, or is involved in an accident, it is imperative the driver undergoes corrective action training before they get back on the road. Infinit-i Workforce enables you to assign corrective action training immediately following any driver infraction, getting your drivers back on the road sooner.

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4 Improved Driver Retention According to a recent study, 40% of employees who receive poor job training leave their positions within the first year. With the average cost to hire one new driver at $8,234, improving driver retention rates with ongoing training can substantially improve your bottom line.

5 Decreased CSA Violations CSA violations mean costly fines for your business. A 2014 study found 76.3% of violations should have been discovered during drivers’ pre-trip inspections. Infinit-i Workforce offers short training videos keeping your drivers aware of possible CSA Violations and best practices for pre-trip inspections.

6 Decreased Frequency & Severity Insurance rates are directly tied to the frequency and severity of accidents companies have in a given five-year period.

Ongoing training with Infinit-i Workforce has been shown to help decrease frequency and severity of accidents.

www.InfinitiWorkforce.com

JOBS FOR TRUCKERS • 19

FEDEX FREIGHT CANADA IS RECRUITING OWNER OPERATORS OUT OF MISSISSAUGA, MONTREAL & QUEBEC CITY

WE OFFER

BASIC QUALIFICATIONS

Home Everyday

White Day Cab Tractors

Paid Tolls Paid Decals Paid Plates (Local and Cross Border)

Minimum 2 Year AZ Commercial Driving Experience (DZ Straight Trucks)

Paid International Permits

Minimum 1 Year Owner Operator Experience

Paid Bridge and Toll Passes

Clean Abstract

Capped Fuel Secure Lot for Truck Parking Paid Insurance Local Handheld Units ELD Units Provided for Linehaul Units Weekly Pay Settlement – Direct Payment

FAST Card Excellent Communication Skills (Written & Verbal) LCV license in Calgary and Manitoba (and other locations where required

by Operational Needs)

Contractor Incentive Program

TO APPLY, PLEASE CALL 905-625-6376 Or send the following documents to Contractor Relations at

contractorrelations@fedex.com Letter of Intent Drivers Abstract CVOR (if applicable to province) 20 • Copy OVER of THE ROADLicense & FAST card Driver’s

OCTOBER 2019

OUR FAMILY WELCOMES YOU LIGHT SPEED HAS YOU COVERED U.S. CROSS BORDER POSITIONS AVAILABLE OUT OF MISSISSAUGA & MONTREAL

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Dedicated Runs Reefer experience required Minimum 2 years experience

1 year experience is required Must be eligible to cross border | | | | | | |

| Up to $1.73/mile (includes fuel surcharge & bonuses) | $0.07/mile U.S. Premium | $0.07/mile U.S. Midwest Premium | $0.10/mile Team Premium | $0.05/mile Safety Bonus | PAID Plates | Insurance | Tolls | HVUT | FCA Fuel Surcharge Program

U.S. Singles $0.66/mile Desirable lanes to the U.S. Midwest & Texas U.S. Teams $0.66/mile Canadian Teams $0.62/mile Comprehensive Company Benefits Dedicated Truck Flexible Work Schedule

CONTACT US

STEVE HUNT O 905-696-0700 X7224 C 905-229-9011 E SHUNT@LSLINC.COM 6015 KESTREL ROAD, MISSISSAUGA, ONTARIO L5T 1S8

WWW.LSLINC.COM

KICK YOUR DRIVING CAREER INTO HIGH GEAR QUALITY PEOPLE THAT CARE. THAT’S A CARMEN DRIVER. • Top Rates & Paid Dwell Time • Health, Dental & Life Insurance Plans • Pension Plan • Friendly Atmosphere • Ongoing Training & Support • In-House Repair Facility • Employee Parking • Secured Yard • Pre-Pass Transponders • In-House Truck/Trailer Wash

CONTACT RECRUITING AT 1-866-857-5166 EXT. 256

OCTOBER 2019

JOBS FOR TRUCKERS • 21

TRUCKING COMPANIES Online Recruiting Videos are the newest way to tell your story to Owner Operators & Drivers Do you want to boost your social media presence while attracting more Drivers to apply?

Over the Road Magazine is pleased to partner with Carson Haight of H8Media to offer video production services to the trucking industry.

With the continued growth of online and mobile communications, trucking companies are now using online videos to help recruit Drivers and Owner Operators.

A recruiting video will engage prospective Drivers, help encourage click through rates to your website and ultimately increase the number of applicants you receive.

FOR MORE INFORMATION LUKE ZENTIL

Luke@otrgroup.ca

CARSON HAIGHT

carsonhaight@gmail.com 22 • OVER THE ROAD

OCTOBER 2019

NOW HIRING FOR MONTREAL AND US LANES Company Drivers Comprehensive benefits package & RSP program Annual Safety and Performance Bonus Cell phone reimbursement Scheduled time off Well maintained, late model equipment

Owner Operators Paid weekly via direct deposit We pay plates, insurance, fuel and highway tax LEASING PROGRAM AVAILABLE

ASK ABOUT OUR NEW PAY PACKAGE For Additional information call 1-888-308-5606 Ext. 3113 Qualified Drivers Send Your Information to: FAX: 905-639-5568 or Email: drivers@ippolito.biz OCTOBER 2019

JOBS FOR TRUCKERS • 23

SPEAKING FROM EXPERIENCE Ray J. Haight

Do’s and Do Nots Question: How does a trucking company differentiate itself from other companies vying for the same drivers and then afterward, achieve best in class driver retention? I know I don’t have all the answers, but I do have a few, and I have a few to share with you. Let’s call them the Do’s and the Do Nots; these are some of the popular traps many companies fall into when they think they have a focus on their retention recruiting issues.

Do Not under-communicate; this is the road to ruination. Every company has a rumor mill, both inside and outside of it’s walls. If you don’t believe this you are doomed to become a victim of some of the nastiest thoughts you can conceive of running through the thought train of your Drivers, Owner Operators and inside workers.

Do establish a formal line of communication with all your stakeholders including inside workers, customers, communities you operate in, suppliers and of course, your Drivers and Owner Operators. Fill that rumor mill with all the good stuff that happens every day at your company; get ahead of the naysayers. An effective communication strategy is a baseline for positive company culture.

Do Not not know your numbers. I always find it amazing when I ask ‘C’ level folks what their turnover numbers are at their company and they can’t give me a firm answer. You can see them squirm. This driver issue has been the most critical problem in the industry for years, yet some companies don’t even measure their 24 • OVER THE ROAD

turnover. Ask these same folks their insurance numbers, what they are paying for iron, fuel and so on and they have a quick hard number. What’s that about?

Do know your numbers. In fact, get very granular with them. Overall turnover numbers are not hard to calculate. In fact, here is the formula: Drivers no longer with the company (YTD) divided by elapsed days X 365 divided by TTL # of Drivers.

Here is the short term or under the one-year formula: Drivers no longer with the company that were hired in the last 12 months divided by Drivers employed in the previous 12 months.

Now, do this same calculation on each of your dispatch boards. It’s guaranteed that you will find wide variations in these numbers. Now, drill down to find out why the low turnover boards are the way they are and why the high turnover boards are the way they are.

Do not think you know where you are in the marketplace for driver wages without being able to defend your position with facts. Many high turnover companies don’t know where they stand against the competition that is operating in their very own backyard. Knowing driver market wages and where your company stands against the competition are critical to how competitive your company is to attracting new drivers to your business, period.

Do incorporate your marketplace position with what you are paying Drivers and Owner Operators into your strategic planning sessions and in your OCTOBER 2019

with autocratic leadership styles. You know them, they don’t want to let go of any decisions but will find fault when it all goes south.

budgeting process. If you, for instance, have a plan to grow your trucking company, does it not make sense to ensure that you are in the upper quartile of driver wages in your sector and geographically? It’s just common sense but I see this all the time. Do you wonder why you have trucks parked against the fence? This could be easily a big part of the issue.

Do let your people in on your objectives and ask them to participate in the effort. If you challenge them and ask for their help, you will be amazed at what they will come up with. Asking someone for help is empowering to them and checking one’s brains at the door to fulfill the job description is a horrible way for one to spend the day. There is excellent potential with all your people so unleash new retention objectives, let them loose and see what they come up with.

These are the folks who see it and get it and you may be surprised that they want to help. So ask.

Do not impose your values on your workers. It doesn’t work, even though you were wellintentioned when you formed your company value statement. When you think about it, we each share many of the same core values but don’t let that fool you. How each of your people had these values imprinted on them will be vastly different and context is everything here.

Every company I deal with is wildly concerned with where tomorrow’s drivers are going to come from. While looking into the future is usually a smart strategy, what about keeping what you have? How are you tackling that issue? Looking to the future when the current driver pool continues to churn at a ridiculous rate makes no sense. If addressing driver retention is not part of your trucking company’s daily culture, you’re missing the solution you will need to succeed as a carrier in today’s reality.

Do invite all your people to participate and contribute to your company value statement.

Only then will you have the buy-in of new and existing Drivers and Owner Operators. Let’s roll play this out; “So, driver, before you start here, this is our Value Statement. It was derived by the owner of the business or maybe the senior management team. You must abide by its intent or we will have an issue”. As opposed to this paradigm; “So new driver, here is our Values Statement. It was assembled with input from our Drivers, Owner-Operators, inside workers, shop mechanics and leadership. Please understand, this is how we collectively decided how we will run our business. So, running against its intent will have consequences”.

Take good care.

Ray J. Haight Ray Haight TCA Retention Coach ray@tcaingauge.com www.tcaingauge.com

Do not play the blame game; it is a waste of spirit. Finding bad guys in your current situation will do nothing to help where you are at with your numbers. In fact, it will likely make things worse. The key is finding a way to drive the company’s efforts and concerns to everyone in the business, especially your frontline folks. This is hard for many companies, especially those OCTOBER 2019

JOBS FOR TRUCKERS • 25

26 • OVER THE ROAD

OCTOBER 2019

OCTOBER 2019

JOBS FOR TRUCKERS • 27

WOMEN IN TRUCKING Ellen Voie

We Need a New Rule for Training Female Drivers Your 24 year old daughter calls you with the

a private sleeping area. However, since she

training and is ready to start her new career.

commercial driver, this is the expectation we

exciting news that she has completed her

She worked hard to earn her diploma and is anticipating her first business trip.

Although she is eager to start her new job,

she expresses her concern that her employer

has asked her to share a room with a male co-

worker. You’re shocked that any business would expect men and women to share sleeping quarters, but she reassures you that the

company has very strict policies on harassment and fraternization.

Then, she tells you that her co-worker

is actually her superior and he will be

evaluating her performance and reporting back to the company.

You find the entire situation discomforting and you worry about your daughter’s safety.

Describe this scenario to any parent and you’ll be greeted with disbelief. Yet, in the trucking industry, this conversation is ‘normal’.

If your daughter was a fire-fighter, a pilot or

a train engineer, she would be provided with

28 • OVER THE ROAD

has recently completed training to become a have for her.

As a parent, I would be wary of any industry

that expects a new CDL graduate to share close quarters with someone who will control her future employment.

The Women In Trucking Association’s mission is to bring more women into transportation careers. Yet, the training situation is

unacceptable and we truly can’t ignore privacy issues concerning the sharing of a sleeper berth. We’re expected to ignore gender

differences, but is this truly the only solution for training?

Researchers Jennifer Hirsch, Ph.D. and

Claude Mellins, Ph.D. looked at the proximity of the bunk in a college dorm and the spatial implications of the sleeping area as part of

the area for social interaction. These authors refer to it as a ‘sexually charged’ area. While this study also focuses on the incidence

of alcohol involved in the college setting,

the location of a bed in an area meant, for

OCTOBER 2019

conversations or other social activities, it

The Women In Trucking Association is pursuing

harassment or sexual assault for college

a carrier chooses. Notice, we did not say,

appears to increase the likelihood of sexual

legislation to ALLOW same-gender training if

students. We will be looking at how this might

require, but to allow. If a carrier chooses to

be inferred in the trucking industry.

provide a female trainer for a female trainee,

they should not suffer financial consequences

A solution for trucking companies might be to

for this policy.

pair female trainees with female trainers, but

unless you can provide the training for women

Congressman Michael Gallagher (R-WI) is

scrutiny by the EEOC for ‘denying employment’

challenges and to then create a legal option

as quickly as it is for men, you’ll be under

working with us to better understand these

for your female trainees.

to protect these women by allowing trucking

companies to promise a same-gender training

To complicate matters, the Women In Trucking

OPTION. We are also working with the Federal

Scholarship Foundation offers funding for

Motor Carrier Safety Administration on a survey

women looking for training in technical, safety

to determine the extent of harassment and

and leadership and we have found that many

assaults on women (and minority) drivers.

of the female driver applications are from

You can find out more at

women who are escaping negative personal

http://www.womenintrucking.org.

situations. These women are often trying to

find a way to support their families by earning

Would you feel comfortable getting a call from

tragedies such as domestic abuse, teen

this article?

a CDL, but have experienced terrible personal

your daughter like the one at the beginning of

pregnancies, and more.

Ellen Voie President/CEO/Founder of Women In Trucking, Inc. ellen@womenintrucking.org www.womenintrucking.org

How can we put these women into an environment which is already a male-

dominated one and then expect them to be

able to deal with a trainer in close proximity

for weeks at a time? A large carrier attempted to address this by adopting a same-gender

Mission: Women In Trucking was established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry.

training policy but they were sued by the

EEOC for discriminatory practices. The attorney

claimed it was ‘disrespectful’ to men to assume they will harass women if they work in close quarters. Really?

OCTOBER 2019

JOBS FOR TRUCKERS • 29

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30 • OVER THE ROAD

OCTOBER 2019

OCTOBER 2019

JOBS FOR TRUCKERS • 31

SAFETY DAWG Chris Harris

Are ELDs Really Causing a Spike in Fatalities?

Recently in the news, there was a report stating that since the implementation of the ELDs, the number of fatalities involving large trucks has sadly gone up. The same article pointed out that the number of crashes involving large trucks has also increased. That is not good news for us in the trucking business.

The news report tied the increase of collisions and fatalities directly to the implementation of ELDs. I have a question. Is it fair to say that ELDs have directly caused the increase?

I recently asked this question to another safety person and they correctly pointed out that the ELD rule is the only major change that has been made and therefore, is responsible for the increase.

I have trouble blaming the ELDs. (Disclaimer, I am all for the ELD and have been for a long time, so perhaps I can’t see this issue without bias). It is true that

32 • OVER THE ROAD

this is the only significant change for trucking since the unfortunate increase in crashes and deaths. Are there any other factors contributing or perhaps, to blame?

Let’s examine the ELD. What the Electronic Logging Device has done is make it more difficult for a driver to cheat on the logs. So if it is true and the increase in crashes is up, then it is not the ELD that is at fault but the Hours of Service rules.

Yes, I know that the US Hours of Service rules are set for a revision, but I think any change is still two years away.

If the ELD is the cause, this indicates that previously, the drivers knew when they were tired so they falsified the paper log so that they could get much-needed rest. This is not what I saw when I was working for trucking companies. The

OCTOBER 2019

falsification that I witnessed was mostly so that a driver could get more miles. It was rarely for rest. So I just can’t buy into the thinking that the ELD is the cause of the problem.

If it’s not the ELD causing this issue, then what? The truck driver shortage (of which there isn’t one, but I have written about that before)? Could it be a lack of properly trained truck drivers? Perhaps there is more traffic and congestion on our roads? Is it poor training and re-training of the drivers? Could it be some of the new equipment that is on the highways such as cruise control that brakes automatically for you, and the drivers over-dependence on the device?

Self-driving vehicles? No, there is not enough of them on the road yet. Drivers who are not recognizing when they are tired or fatigued? The list of possible causes can go on and on.

The ELD is not causing crashes but it has taken some of the decision-making process away from a human driver as the drivers are adhering more closely to the rules. My point here is that if the trend continues, then we need to attack the rules for Hours of Service and not point blame at the ELD device that only promotes adherence to the law.

So that is my first thought. If the trend continues, maybe we need to change the law.

The point that I’m trying to make is that crashes have gone up. ELDs were implemented at the same time as the spike. And those in our industry that dislike or hate ELDs are trying to put 100% of the blame on this control device. I don’t believe that the answer is that simple. Please let me know your thoughts.

The second thing that flows through my mind when reading these stats is; what else could have an impact on these results? What else could be causing these collisions and fatalities?

If the implementation of the ELD is truly linked to the cause, then are drivers driving tired? Now, this thought caused me to fall down the ‘rabbit hole’.

Why are drivers tired? Are dispatchers pushing the operator of the trucks too hard? Is it because drivers are compensated largely for productivity, whether they are being paid by the mile or per trip?

OCTOBER 2019

Stay safe out there!

Chris Harris Top Dawg, Safety Dawg Inc. 905-973-7056 chris@safetydawg.com @safety_dawg (twitter)

JOBS FOR TRUCKERS • 33

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OCTOBER 2019

OCTOBER 2019

JOBS FOR TRUCKERS • 35

Index Anvil Ring . . . . . . . . . . . . . . . . . . . . 14

Kelsey Trail . . . . . . . . . . . . . . . . . . . 39

Total Logistics . . . . . . . . . . . . . . . . . 34

AYR Motor Express . . . . . . . . . . . . . 11

Light Speed Logistics . . . . . . . . . . 21

TRANSAM Carriers . . . . . . . . . . . . . . 2

Carmen Transportation Group . . . 21

Mill Creek . . . . . . . . . . . . . . . . . . . . 30

Trans-frt McNamara . . . . . . . . . . . . . 7

Challenger . . . . . . . . . . . . . . . . . . . 18

NAL - Driver Photo Context . . . . . . 31

Transpro Freight Systems . . . . . . . . 9

Chris Harris – Safety Dawg Inc. . . . . . . . . . . . . . . . . . 32,33

OTR Digital . . . . . . . . . . . . . . . . . . . 36

TransWest . . . . . . . . . . . . . . . . . . . . 37

Ray Haight Consulting . . . . . . . . . . 8

Travelers . . . . . . . . . . . . . . . . . . . . . 14

Rick Geller Article . . . . . . . . . . 12,13

Truckdriver.com . . . . . . . . . . . . 30,35

Robert Scheper Article . . . . . . 16,17

Trucker Buddy . . . . . . . . . . . . . . . . 26

Rosedale Group . . . . . . . . . . . . . . . . 3

VeeBoards . . . . . . . . . . . . . . . . . . . . 9

Scotlynn . . . . . . . . . . . . . . . . . . . . . 27

Walmart . . . . . . . . . . . . . . . . . . . . . 10

SGT . . . . . . . . . . . . . . . . . . . . . . . . . 38

Women in Trucking Article . . . 28,29

Speaking from Experience . . . 24,25

Women’s Trucking Federation of Canada . . . . . . . . . . . . . . . . . . . . . . 15

CNTL . . . . . . . . . . . . . . . . . . . . . . . . 40 Drive Star . . . . . . . . . . . . . . . . . . . . . 6 FedEx Freight . . . . . . . . . . . . . . . . . 20 Genesis Express . . . . . . . . . . . . . . . 38 H8 Media . . . . . . . . . . . . . . . . . . . . 22 Infinit-i . . . . . . . . . . . . . . . . . . . . . . 19 Ippolito . . . . . . . . . . . . . . . . . . . . . . 23

Tenold . . . . . . . . . . . . . . . . . . . . . . . . 5

K-DAC Expedite . . . . . . . . . . . . . . . . 4

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OCTOBER 2019

OCTOBER 2019

JOBS FOR TRUCKERS • 37

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38 • OVER THE ROAD

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www.kelseytrail.com JOBS FOR TRUCKERS

• 39

CNTL HAS OPENINGS FOR TRUCK OWNER OPERATORS IN

Montreal, Quebec City, Edmonton

If you are an Experienced, Safe, Owner Operator, now is the time to look at CNTL!

CNTL is CN’s Trucking Subsidiary, the continuing growth of Intermodal freight means we always have the moves available that meet or exceed your revenue objectives.

Ask about our Safety Bonus, and Safety Awards!

Keep more of your earnings with your fuel price capped at 35 cents per litre. Take advantage of our Tire, Bunk and Engine Heater programs, and Group Truck Insurance.

If you would like to talk about joining our team please contact us Phone 1-866-239-9889 Email cntljobs@cn.ca Fax 1-866-803-2702 40 • OVER THE ROAD

CNTL.ca

OCTOBER 2019