FOR
TRUCKERS
FR
JOBS
EE
September 2019
FIRST IN SERVICE & ON-TIME DELIVERY
A
25
IC
E
YE
OF SER V RS
OVER THE ROAD E S T. 1 9 9 3
Keep this magazine in your truck...you never know when you’ll need it!
www.overtheroad.ca
/OverTheRoadMagazine
/OverTheRoadMag
Happy National Trucking Week! To the men and women who keep our freight moving all year long, we appreciate you!
We are seeking experienced croSS border highway drivers
• • • • • • •
Great Pay Package All Miles Paid Weekly Permits/Tolls/Heavy Tax Paid General Insurance Paid Fuel Cards & Border Cards Pick Up & Delivery $50 Flexible Fuel Surcharge
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.
Follow us on
@OverTheRoadMagazine
Follow us on
@OverTheRoadMag
It is with great sadness that we announce the passing of Brian Kurtz, founder of Brian Kurtz Trucking.
BRIAN KURTZ
JUNE 10, 1947 – AUG 9, 2019
Thirty-nine years ago, Brian founded Brian Kurtz Trucking. He was very proud of his fleet and his entire trucking family. Growing up in Guelph, Brian left high school to work in construction and drove truck in the evenings. It wasn’t long before he realized his true passion was truck driving. In the early 1970s, Brian bought his first truck and became an Owner Operator. He found that he had more business than one truck could keep up with and in 1980, he founded Brian Kurtz Trucking. Thirty-nine years later, with a ton of hard work, long hours and a great team, Brian Kurtz Trucking now has over 70 trucks, 130 trailers, and over 100 employees. When Brian wasn’t working, he enjoyed snowmobiling and waterski weekends with his family at the cottage in Muskoka. He also enjoyed Nascar racing and going to his place in Florida for the annual Daytona 500. Brian was larger than life, had a great sense of humour and had an enormous love for his family. He was well respected in the Canadian Trucking Industry and he will be missed by all.
Rest in Peace Brian.
EEK W G N I K C U R NATIONAL T ur o l l a o t u o y Thank s r e v i r D d e t a c dedi 1.800.265.7875 > Long and short haul work available > In-house maintenance facility > Singles and teams > Benefits paid from Day 1 > Short haul top up
Janet Schmitz 519.740.6500 x224 C. 519.209.3230
jschmitz@transfrt.com
> 99 % no touch freight
Or you can apply online at
> 95 % of freight staged at our terminals
www.transfrt.com
> Average fleet age 1 ½ years
PETS WELCOME!
TERMINALS LOCATED IN AYR, ON | CALGARY, AB | VANCOUVER, BC 1126 Industrial Rd. AYR, ON
Owner Operator Teams Average $1.90/mile
Owner Operator
Singles Average $1.85/mile
Company Teams
Average $0.38/mile each driver 95% Retention Rate
WE REQUIRE • Class 1 or AZ license • 3 Years Driving Experience • FAST Approved is an Asset • Good Abstract & CVOR WE PAY • Fuel Surcharges • Safety Incentives $0.04/mile • Pick-ups/Deliveries • Sat/Sun Departures • Company Paid Insurance • Canada/US Bordercrossings • Layover/Waiting Time • RRSP Contributions
For more information please contact Lesia Shyshko 905-895-6688 ext.231 lesia.shyshko@skeltontruck.com
www.skeltontruck.com
OUR FAMILY WELCOMES YOU LIGHT SPEED HAS YOU COVERED OWNER-OPERATORS COMPANY DRIVERS 1 year experience is required Must be eligible to cross border | | | | | | |
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
Dedicated Runs Reefer experience required Minimum 2 years experience | Base rate $1.15/mile combined with FCA fuel surcharge program and 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
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
Rosedale Transport – 50 Years of Success This September begins a celebration with much excitement. OTR had the privilege of spending time with Rolly Uloth, President of Rosedale and his daughter Rhoda Uloth to discuss where the company has come from and where it is going. To start the 50th Anniversary celebration, everyone working at Rosedale in Canada will receive a commemorative jacket and a die-cast truck. As well, the Head Office in Mississauga will host a celebration for employees, and a guest, that are within driving distance to attend. From its humble beginnings in 1969 with one truck and two customers (one of which remains a loyal customer today) and a warehouse in Hamilton, Rosedale has grown to 15 terminals across Canada and the USA, all the while maintaining the same company values throughout their years of exponential growth. Today, North America wide, Rosedale has a fleet of 60 straight trucks, 500 plus tractors, 1560 trailers and over 900 employees. Both Rhoda and her brother Ron Uloth have been around the company for over 30 years. Rhoda recalls, “My brothers and I always played in the warehouse. As a result, I have that wave of nostalgia every time I walk into a warehouse and smell carpet. I just love it! In grade school, when they asked Ron and me what we wanted to do when we grow up, we always wanted to be at Rosedale”.
8 • OVER THE ROAD
Rhoda started in various clerical positions, settling in Accounting for several years and ultimately migrated into sales. Her focus was on developing data-driven reporting and metrics to help develop a more efficient and successful sales process. Today, she focuses on the customer side of the business; she knows all the major customers and travels extensively to meet with them in person. Ron started in the warehouse and has done almost everything to be done on the Operations side. He has a knack for seeing what others cannot. Rhoda states, “Ron can walk into a warehouse and determine the most efficient manner to maximize the use of space and traffic, even when others have determined that the warehouse is full.” One significant feature of the Rosedale Group is that the vast majority of employees have been with the company for many, many years. The company has a low turnover of people. “So much so,” Rolly relates, “that we had to stop giving away 10+ years of service awards at our Christmas parties because it would take too much time. We now focus on 25 years of service awards”. Another good example is that they still have a driver who has worked with the company from the beginning days in Hamilton. He started when he was 17 and now drives three days per week. This is invaluable because you can teach
SEPTEMBER 2019
enjoy some food and a Rosedale giveaway. As much as possible, the events are posted on the Rosedale Facebook page for all to see.
a person their role and their duties for their position but, the experience they gain over time in dealing with multiple situations and dealing with the company’s standards and specific practices is something that cannot be replaced easily.
As Rolly puts it, “In this business, you get measured on your failures more so than on all your on-time successes. The key is to be able to turn a negative into a positive”. The way that social media is used gives the company the opportunity to communicate their culture and values.
Rolly also touches on the extraordinary relationship he has with his partner Barry Smith. He states, “I am lucky to have an excellent partner who has trusted me to run Rosedale along with my family”. Rolly feels that at Rosedale, they have both talented and diverse management and that Rosedale’s Directors are the mainstay of the company. Rhoda states, “I don’t know where we would be without the support and mentorship of our Management Team. They are always there to lean on, to discuss issues and overcome obstacles. They are all just wonderful people and we couldn’t do this without them”.
“Our vision for the future is bright” explains Rolly. “Over the years, we’ve grown organically and have made small acquisitions that made sense for our business. We are well-respected in our marketplace. Floor covering represents about 65-70% of our business. We also move general freight on a case by case basis”. On tap for Rosedale is adding a 30,000 square foot addition to the present headquarters as well as construction of their building in Ottawa.
One of the major changes in the customer landscape, as observed by both Rhoda and Rolly, is that new business is now typically done on tenders alone. Thus, and regretfully, the element of personally knowing your customer is ever dwindling. Rolly states, “We do try to have a relationship with every customer as much as possible. The age of the handshake is not yet dead”.
As in every industry, there are challenges to growth. According to Rolly and Rhoda, their top challenge is to hire and retain quality employees, both drivers and in-house staff. In addition, they have the difficulty of managing relationships with customers with the emergence of third-party freight entities. It is a very transactional environment which, by its very nature, creates an impersonal experience for the drivers as well, “Today” as Rolly explains, “it is a race to the lowest rate. We constantly aim to align our freight rates with our costs”.
Social media, as we all know, has changed the landscape. At Rosedale, Facebook is a resource that has been tapped to be used as their external newsletter. Explains Rhoda, “Potential customers and potential hires and all our Rosedale family review our Facebook page to see how we communicate and how we celebrate as a family”.
While there is no formal succession plan in place, the long term direction is for Rhoda and Ron to take over the company. Rolly concludes, “I am not ready to retire anytime soon’’.
There is a concerted effort to hold company events at each terminal quarterly. The theme varies and can be customized to suit the terminal location where it is being held. It is an opportunity to be able to speak to most of the employees and visit with them while they
SEPTEMBER 2019
Happy 50th Rosedale Transport!
JOBS FOR TRUCKERS • 9
NEW SIGN ON BONUS FOR COMPANY DRIVERS AND OWNER OPERATORS
New Increased Base Rates for Single and Team O/Os
NEW COMPANY DRIVER BASE RATES Singles $0.55/Mile Teams $0.62/Mile Call Today for Details!
TOTAL LOGISTICS TRUCKING INC.
OWNER OPERATORS!
New Dedicated Single O/O Lanes Now Available from Toronto to Mississippi or Georgia Do You Want to GROW your Business? LOOK NO FURTHER…. Owner Operator Teams Needed for Western Canada and U.S.
Owner Operator Singles Needed for U.S.
Company Driver Teams Needed for Western Canada and U.S.
Your commitment + Our Great Pay Package = Success! Call our Recruitment Professionals today and let’s get started!
Bill Scott Sebastien Larivée 1-844-400-8521 1-888-827-8521 E bscott@totallogistics.com
E slarivee@totallogistics.com
Dri Refe ver Bonurral s
Committed to Mutual Success | Through Customer Service Excellence | Together we can move your business forward
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
Rick Geller ClaimsPro
Trip Planning & the ELD MandateRichard D. Geller The days of firing up the truck and figuring the trip out as you go are long gone! ELD’s killed them. Since the U.S. ELD mandate, we have heard from drivers complaining that they have lost miles. Other drivers have reported that they have increased their miles. The difference is proper trip planning! As an industry, we became over-reliant on GPS devices and, for the most part, abandoned proper trip planning. I am constantly amazed at the number of drivers who leave the terminal and do not have a road atlas, exit guide book or paper maps with them. The first element of trip planning is to clearly get a picture of where you will be driving and a broader view of how you are going to get there. While GPS devices may be of benefit for the final mile segment of your trip, you cannot get a ‘big picture’ view on a 4 inch screen! Satellite points-of-view, available on google maps, can provide important insight into how you approach your destination, how tight the space is and any obstacles that could impede you. Drivers, you should trip plan every single day by making it an integral part of your pre-trip inspection. Ten minutes of planning at the start of your day can save a lot of headaches caused by getting backed up at the end of your day. Think about where you’re travelling through and to. If you know you’ll be going through a big city, can you plan to be there during off-peak hours? Have primary and secondary locations planned for rest breaks and overnight parking… before you leave.
12 • OVER THE ROAD
Director, Safety & Risk Management Services Look for obstacles along your route that could 200-1479 Buffalo Place set you back such as border Winnipeg, crossings, road MB, R3T 1L7 closures, construction, tolls &T :small cities you 204-985-1777 have to drive through. CheckF:weather forecasts 204-985-1786 for where you are and whererichard.geller@scm.ca you are going.
Write down each step in your directions on post-it notes, stacking them on top of each other. Peel them away as you complete each step. That way you are not distracted by continually checking your satellite communication system. Most importantly, update your ETA throughout the day. If you know you’re ahead of or behind schedule, it is vital to communicate with your dispatcher about any time adjustments that need to be made with the customer. Lastly, never compromise safety to be on time! Proper trip planning helps you optimize risk, drive times, fuel efficiency and customer service. It also helps your safety and the safety of other road users.
Rick Geller, CRM Director of Safety and Risk Management Services ClaimsPro Telephone: 204-985-1777 Email: Richard.Geller@scm.ca
SEPTEMBER 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
Moving the Moving the industry forward. industry forward.
Onekilometre kilometreat ataatime. time. One 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
inCornwall, Mississauga and 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
wages Health & Dental, • •Competitive Benefits including: RSP, Company matched Plan ts including: HealthPension & Dental, • Benefi RSP, Company matched Pension Plan Walmart discount program • • Walmart discount program
Apply Today! Apply Today!
Send your resume, CVOR and Driver Send your to resume, CVOR and Driver Abstract careers@walmartfl eet.ca Abstract to careers@walmartfl eet.ca or call: 905 670-9966 ext 60518 or call: 905 670-9966 ext 60518
You Have OPTIONS WE ARE HIRING COMPANY DRIVERS & OWNER OPERATORS
Long and Short-Haul Highway Drivers for Canada and US Work
>
>
NEW RATES FOR SINGLE HIGHWAY DRIVERS! New Rates! VANS - $0.50+ | FLAT BEDS - $0.53+ TO APPLY OR TO SPEAK TO US, PLEASE CONTACT
Janet Huber | Safety & Compliance Mgr. P 1-519-620-3998 | E jhuber@diverscosupply.com 495 CONESTOGA BLVD., CAMBRIDGE, ON, N1R 7P4
clienttransport.com | diversco.ca
Owner Operators / Company Drivers / Teams wanted to run Ontario to Laredo, TX > Dry Van Freight
> Quality Home Time
> Paid Weekly Direct Deposit
> 100% No Touch Freight
> Competitive Rates Per Mile
> Up To $4000 Driver Referral Bonus, No Limit on Drivers you Refer
> Performance Bonus > Company Fuel Discounts > Paid Plates, Insurance, Fuel Tax, Scales, Tolls, Faxes
> Average 3K Miles/Week For Solo And 6K Miles/Week For Teams
Driver Appreciation Week September 9th to 13th recruiting@keypointcarriers.com
keypointcarriers.com
1018 Parkinson Rd, Woodstock, Ontario
Contact Us Today
1-866-569-7964
MAKING YOUR MILES COUNT Robert D. Scheper
Competency versus Entitlement I have a close friend who is going through a very difficult time. In fact, it’s been a nearconstant crisis for him this last year. What further complicated matters happened about a week ago while watching the actions and inactions of some of his friends, which caused further drama, all based on ‘needless’ conflict. Watching the issues unfold I was overcome by a feeling I was watching a group of giggling and crying 14-year-old school girls. The embarrassing part was, they were all well into their midtwenties… some even married. I was rather dumbfounded. Learning how to resolve conflict usually requires a conscious effort to identify, confront and resolve matters, rather than relying on an instinctive reaction to confused or hurt feelings. It also requires an objective view of people’s prejudice and biases. This is a far more delicate issue to confront. Some people have acquired a considerable resolve to influence a matter based on their prejudice mindset. They would rather promote one person over another based on something other than character or merit. 16 • OVER THE ROAD
They have created, in their own mind, a set of criteria that determines for them what is ‘just and fair’. Maybe the person they want has seniority; they financially need the promotion more than others or even work harder than their peers. Part of being objective doesn’t consider these bias or prejudice factors. In the end, a choice of promotion has to do with the person’s credibility, maturity and competence. Promotion doesn’t need to have anything to do with seniority or personal needs, or even how hard they have been working. These things are often found in a mature person but not always. Sometimes a hardworking ‘hungry/needy’ employee who has been doing their job longer than anyone else is simply not the right person (or mature enough) for the job. Navigating crisis and drama require a disciplined and objective view of the circumstances. Often the more people advising on the situation, the less prejudice/bias can survive. Working in a diverse team setting (in theory) usually resolves the prejudice/bias element.
SEPTEMBER 2019
doesn’t recognize colour or ethnicity; it recognizes competency and results. In the real world, the free market doesn’t care about entitlement or personal feelings; it doesn’t even figure into the equation.
There is one factor in society that was not often promoted when I was growing up... ’entitlement’. There are some people who assume they are entitled to something just because they want it. It’s like they have minimal understanding of merit, maturity and earning their own way. If some people don’t get what they feel they are entitled to, they cry ‘unjust or unfair’… as if getting what THEY want at the expense of OTHERS is somehow magically ‘just and fair’. When I was growing up, we may have known people who thought that way (and sometimes expressed it), but society, in general, had much more common sense ingrained in it and we collectively looked down at that kind of behaviour. However, nowadays it’s common to hear insulting words and even false accusations slung around when people don’t get what they want. It’s like watching a four-year-old hold his breath and pound the floor in the cereal aisle because his mom won’t buy chocolate Co-Co Puffs. What’s really sad is watching a 25-year-old turn blue.
I hope the younger generation learns to understand the need for maturity and character soon. I think adults are tired of babysitting 25 year-olds. If someone wishes to become successful, they will have to learn this… it’s the way the world usually works.
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.
Last weekend I watched several U-tubes of Milton Friedman who was promoting his book ‘Free to Choose’ (highly recommended). He made a very stark statement… the free market isn’t fair; the free market provides equality of opportunity, not the equality of outcome. The free market isn’t prejudiced; it
SEPTEMBER 2019
You can find him at www.making yourmilescount.com or 1-877-987-9787.
JOBS FOR TRUCKERS • 17
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) Copy of Driver’s License & FAST card
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
www.challenger.com/firstclass | recruiting@challenger.com
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
Class 1 – AZ Company Drivers Required Both Teams and Singles to run Canada/USA
NEW PAY PACKAGE .50 .58 Singles up to
/mile
Teams up to
Special Need for 2 Day Cab Drivers in Brampton, ON
/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 Operators with New and Improved Pay Package
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
DANNY BOURGEOIS Danny Bourgeois was a Million Mile Award winning driver with AYR Motor who started with the company in 2009. In 2018 Danny fell ill and had to go off work. He was a great driver that ran the miles and always did his best. There were never any issues with his paperwork or hours. Danny recently lost his battle with cancer and will be greatly missed by so many.
— Rest
in peace Danny —
SPEAKING FROM EXPERIENCE Ray J. Haight
Measuring Driver Turnover in Detail The following article is an edited excerpt from the Truckload Carriers Association’s Driver Retention Manual, Chapter 30. OBJECTIVE: To get much more granular in measuring driver turnover by focusing on subcategories such as dispatch board, Company Driver vs. O/O and entry-level drivers. This exercise will reveal where your company strengths and weaknesses are – providing an opportunity for overall improvement. These more focused numbers will give your company a much better understanding of where you stand – and why. This drill-down will focus on the different dispatch boards in your company. You should look at your dispatch boards as though they are individual fleets within your company because they are. Different boards cover different regions and various types of services and skills; therefore, they often have different kinds of drivers. These types of drivers are often managed differently by dispatchers. It’s easy to see why some boards are harder to staff than others. One of the reoccurring themes in this effort is that we are not looking for bad guys – but low hanging fruit in different dispatch situations that can provide insights. This more detailed look at turnover may reveal ‘stars’ – boards with lower turnover. What is it about some of these boards and dispatchers, that allows them to have lower turnover? We can emulate their success if we understand it. The boards are different so measure their retention in detail, find out 24 • OVER THE ROAD
why they are different and tune your actions accordingly. In our company, we had six different dispatch boards (three flatbed, three van) defined by geography and trailer configuration. For each board, we calculated the same short and long term turnover rates that we had already done for the entire driver team. Use the same short and long term calculation formulas shown for the whole company and do the same for each of your dispatch boards, divisions or even terminals. At our company, the monthly reports were based on six different dispatch boards that produced two turnover numbers for each board. Moreover, I would also receive the overall and short-term numbers for the entire fleet. So that was 14 reports each month. We found this very insightful. So much so that more detail seemed like a good idea – and it was. So, we looked even deeper. At our fleet, we had 100 company drivers and 200 owner operators, and we decided that we wanted to measure each group separately. So now we are at 28 separate monthly reports. You’ll realize soon enough that once you get the formulas up to date, these reports are not difficult to generate. They all use the same data, just broken down into finer sub-categories. It’s not nearly as complicated as it first seems. This set of dispatch board calculations is not done merely out of interest. By doing them monthly, you will now track your progress going forward. Produce these numbers every month SEPTEMBER 2019
and monitor which are going up or down as you introduce improvements towards reducing your turnover. Which of your new initiatives is having the most significant impact and where? With these monthly numbers, you can track progress in real-time and react to the effectiveness (or not) of the new things you are doing. Measure, watch and learn.
First, we are going to calculate the Overall (or Long Term) Company Driver Turnover rate, using this formula: Drivers no longer with the company year to date, divided by the elapsed calendar days, multiplied by 365, divided by your total number of drivers. Now you have the overall company turnover and you can easily now do the same exercise by dispatch board.
We said we were not looking for bad guys, but we are looking for STARS. What and who is working well with your dispatch team? What can we learn from these bright spots? What are the traits of these successful dispatch boards? Use this insight to make process or style improvements among dispatchers or to hire more people in the future with these same behavioral traits.
Now we are going to determine our 12-month or our Short Term, Turnover Rate. This looks at a sub-set of our drivers – those who have been hired within the last 12 months. Please note, this is an important distinction because we all know that the longer an employee stays with us, the less likely they are to leave. For our short-term turnover, use this formula:
Apart from the insights we can obtain from these more detailed turnover numbers, keep in mind that things are often affected merely by measuring them. The act (and awareness) of measuring tends to shine a light on positive trends and accelerate improvements through this awareness. From now on, you will have monthly turnover numbers by dispatch board to monitor trends, spikes and leading indicators – in close to real-time. As stated earlier, this is not an arduous task once it is set up. It flows well from things you are already doing, and it is essential to tracking and tuning our activities as you go forward with this project to reduce driver turnover.
Drivers hired in the last twelve months that have left the company divided by all drivers hired during the previous twelve months. In coming articles, I will share additional elements of the TCA TPP Driver Retention Project Plan that will hopefully assist you in getting a handle on your companies’ driver turnover efforts. Please feel free to reach out to me if you require additional clarification on the above and I look forward to hearing from you. Regards and safe trucking, Ray J. Haight Ray Haight TCA Retention Coach ray@tcaingauge.com www.tcaingauge.com
Before you get started, let’s note that it is imperative here to include all drivers in these calculations, regardless if they left on their own, were terminated, retired or left for health or family issues. At this point, why they aren’t at your company now doesn’t matter. We are just looking for the exact bottom line of the turnover problem.
SEPTEMBER 2019
JOBS FOR TRUCKERS • 25
COMPANY SINGLE and TEAM DRIVERS
FAST/TWIC card (or the ability to obtain)
& Clean Driving Abstract
Our Average Highway Driver Earns
New Drivers Receive a Sign On Bonus of:
$87,530
$2,000
SEEKING: CROSSBORDER SEEKING: COMPANY COMPANY AZ SINGLE Highwayand Drivers with FAST/TWIC Card TEAM DRIVERS or ability to obtain
SEEKING: HIRING: REGIONAL/LOCAL AZ DRIVERS with: AZ Drivers FAST/TWIC card (or the ability to obtain) in the &KW/Guelph Clean Driving Abstract Area
You’ll Appreciate Great Driver Benefits:
You’ll Appreciate Great Driver Benefits: • Safety Bonus Program • Paid Orientation • Weekly Pay
You’ll Appreciate Great Driver Benefits: • Paid Benefits/
All Picks and Drops Paid • Safety Bonus Program • Paid Or Group RSP Weekly Pay • Paid Benefits/Group RSP • Late Model, Dedicate • Lateand Model, Much More
Dedicated Equipment and Much More
Call: 1.800.265.2835 or email: safety@kurtztruck
All Picks and Drops Paid • Safety Bonus Program • Paid Orientation Weekly Pay • Paid Benefits/Group RSP • Late Model, Dedicated Equipment and Much More
Call: 1.800.265.2835 or email: safety@kurtztrucking.com
oin us on
Join us on You’ll Appreciate Great Driver Benefits: P 1.800.265.2835 All Picks and Drops Paid • Safety Bonus Program • Paid Orientation E safety@kurtztrucking.com Weekly Pay • Paid Benefits/Group RSP • Late Model, Dedicated Equipment and Much More
www.kurtztrucking.com Call: 1.800.265.2835 or email: safety@kurtztrucking.com www.kurtztrucking.com
KICK YOUR DRIVING CAREER INTO HIGH GEAR Join us on
www.kurtztrucking.com
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
www.kurtzt
28 28
th th
Fleet Fleet Safety Safety Council Council
Annual Annual Educational Educational Conference Conference
Friday Friday October October 4, 2019 4, 2019
Millennium Millennium Gardens Gardens Banquet Banquet Hall Hall Brampton, Brampton, Ontario Ontario
Single Single Registration: Registration: $199 $199
Table Table Registration Registration (6 Attendees): (6 Attendees): $1000 $1000
View the View full the agenda full agenda and and presentation presentation synopsis synopsis at at
www.fleetsafetycouncil.com www.fleetsafetycouncil.com
WOMEN IN TRUCKING Ellen Voie
A Voice for Gender Diversity Regan is a professional driver for YRCW.
When she started working for the carrier, she
identified as a male but has since transitioned into a female. She is one of the members of
the gender diversity task force recently formed by the Women In Trucking Association (WIT)
to better understand the needs of the LGBTQ community.
WIT realize that there is a growing number of lesbian, gay, bisexual, transgender and
queer professional drivers and transportation workers. As the voice of gender diversity, we want to ensure we are inclusive and create awareness within the trucking industry.
Twelve years ago, when Women In Trucking
Association was formed, many carriers did not want to hire women, while others claimed to
be gender blind in their hiring and promotion. Since then, we’ve learned that women bring a different perspective to the traditionally male industry. We were thrilled with the research
that found women actually make better drivers in many instances, due to their risk-averse
behavior. Thanks to the crash causation study by the American Transportation Research Institute. Many carriers are focusing on
attracting and retaining women while working
28 • OVER THE ROAD
to understand and appreciate the benefits women bring to the industry.
Here we are, twelve years later, and we’re extending the need for gender diversity
beyond women to learn, appreciate and
accommodate those who might not fall into one of two gender categories.
Regan, along with three other LGBTQ
members of the task force, is helping us
better understand the issues they are facing, to improve our member’s ability to identify
and address these obstacles and to eliminate outright discrimination.
We are also pleased to have a task force
member from Cargo Transporters, the only
truckload carrier in the US to receive a perfect score on the Corporate Equality Index, which is the benchmarking report on practices
related to LGBTQ workplace equality. They were identified as a 2019 Best Places to Work for LGBTQ Equality.
Using the Human Rights Campaign
Foundation Corporate Equality Index
information, we have created a survey that will be sent to our members to determine
the best practices in hiring, promoting, and
SEPTEMBER 2019
accommodating the LGBTQ community. We
Watch our website for upcoming webinars and
like Cargo Transporters who have made real
diversity and hiring practices.
hope to use this to highlight companies
specifically, for one that focuses on gender
efforts in providing an inclusive and diverse
Finally, we will be featuring Regan and her
workforce.
story as a future ‘Member of the Month’. This
Some of the early results from this committee
distinction was created to share stories of our
include a change in the WIT application
members and their successes and challenges.
process. Now, members will have the option to
Regan is ready to share her story to help us
identify as male, female or non-binary when
connect with other LGBTQ members and to
joining the association, both online and with
provide a platform of inclusiveness.
mailed applications.
While some may still view the trucking industry
We have also created an LGBTQ group for all
as a place for white males, Women In Trucking
WIT members to join in the Engage Platform
Association is working hard to create an
on our website so that we can share ideas,
environment where anyone will feel valued,
challenges and exchange stories to bring this
respected and appreciated, regardless of their
community together virtually. We want to offer
gender identity.
our members a way to highlight companies that welcome all employees with respect and make an effort to embrace diversity
Ellen Voie President/CEO/Founder of Women In Trucking, Inc. ellen@womenintrucking.org www.womenintrucking.org
and inclusion. Our goal is to provide the opportunity to network and to learn.
We are also working on finding data from
carriers or other sources to find out how many
of our professional drivers identify as LGBTQ so
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.
we can look forward in the coming years and
see if our efforts have made a difference in the industry.
A webinar is also being planned to provide
both members and non-members information
on how companies can be more gender diverse and inclusive. All monthly webinars are free and open to anyone interested in the topic.
SEPTEMBER 2019
JOBS FOR TRUCKERS • 29
ON SIGN US BON NEW ENT IPM EQU
NOW HIRING
AZ DRIVERS & OWNER OPERATORS
1-800-265-8789
www.travelers.ca
Wallaceburg* Brampton* Prescott * Belleville * Hamilton * Midland * Carignan
Work Available USA Corridor Home Daily –Days or Nights Pet/Passenger Program A CANADIAN CARRIER SINCE 1985
SGT2000 Inc.
Company Drivers – Sign on Bonus – Guaranteed Miles – New Trucks with XM, Fridge, APU and Inverter – Automatic and Manual transmission available – No Slip Seat – Long or Short Haul – Weekends Off if desired – Employee Not Contract Driver – Terminals in ON,QC,AB,NB,BC,TX New Hires are entered in a draw for Caribbean Vacation ALSO SEEKING
Call SGT today
Ontario Based
E jobs@sgt.ca
E sgokce@sgt.ca
P 1.888.748.4213
P 1.800.267.2000 x4239 Text to inquire 647.551.6665 Neha Bhatia E NBhatia@sgt.ca
Owner-Operators
www.sgt.ca
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 Reach out to rhaight10@gmail.com and let’s discuss your options.
SAFETY DAWG Chris Harris
Speeding is not OK Really, why do we all think that it is fine for cars to travel at 120 km or more and for truck drivers to have the hammer down at 105 kms consistently? This speeding mentality is all taking place on highways with posted speed limits of 100 km or 60 and 65 mph. What word do you see on top of most speed limit signs? MAXIMUM! And yet most of us travel above the posted limit and if we get behind someone that is moving at or just below the speed limit, we get frustrated and perhaps angry. Please note that I said ‘we’. I’m no Saint either, I can’t say that I never speed. This speeding question is one that I have been asking myself and I thought perhaps some of you would have the answer or at least a comment. Why am I so concerned with a little speed? It goes back to the days when I was working for a trucking insurance company and I had to deal with a specific claim - a loss of life incident. A minivan with only six seatbelts in the vehicle had ten occupants. The crash happened on a beautiful sunny day around eleven in the morning. The minivan was travelling on a side road in the country and failed to stop at an intersection with a stop sign.
32 • OVER THE ROAD
The minivan entered the intersection and was T-boned by a tractor-trailer. Six lives were lost that day, four people injured, and one truck driver’s life was altered forever. The truck driver was not injured in the crash. Not to forget the lives lost and injured, this article is about why the insurance company for the truck paid out five million dollars when everything I have said so far has the minivan at fault. It was clear that the minivan ran or failed to stop at the stop sign as required by law and that the van’s driver put the vehicle directly into the path of the truck driver. It was also clear that the truck driver could not react in time and could not avoid the crash. Then why did the insurance company pay out five million dollars in settlement? The reason is called ‘Joint and Several Legal Liability’. This means if you contribute 1% or more to the outcome and in this case, the result is a catastrophic crash with loss of life, then you might be held partially responsible. So, six people lost their lives and four were injured and if the car has two million
SEPTEMBER 2019
dollars insurance coverage, would that be enough to compensate the families of those that lost relatives and also pay for the bills of the injured? Two million dollars? No, this would not even come close to covering the claims and cost.
involved or its insurance company, we must consider and remember the families of the victims and the injured. If the pool of monies available to compensate is too small, then the victims would never receive compensation. To try to strike a balance, this is how the law has decided to handle this type of situation. The law does its best to try to help victims and this usually takes the form of money. By having access to the trucking company’s insurance policy, the victims will receive more compensation then if they only have access to the minivan’s insurance policy and money.
You have to consider that the passengers in the minivan didn’t do anything wrong. They didn’t run the stop sign. They too were victims and deserve to be compensated. So what happens when there is not enough money to pay all of those involved? The law looks for other pockets that have money and try to dip into those pockets to satisfy the claims of the victims. In this case, the truck was travelling at ninety-two kilometres per hour in an eighty KM zone, so the tractortrailer was travelling at a speed that was above the posted speed limit.
So what is the moral of the story? Speeding, even at a small amount, where we know you would be unlikely to be ticketed, can have catastrophic consequences for everyone involved in a crash.
To better understand the ‘Joint and Several’ concept, imagine that this crash has to go to court and that the jury is instructed to assign fault by percentage. The jury might find that the driver of the minivan was ninety-five or even ninetynine percent at fault. Thus, the jury makes the truck driver only one percent at fault but this leaves the truck driver’s insurance company who covers this driver, liable. Even though it is only a ‘fault’ of one percent, those injured and the families of the deceased would now have access to one hundred percent of the trucking company’s insurance policy. I can now hear some of you yelling that this is not fair. While it may or may not be fair or reasonable for the trucking company
SEPTEMBER 2019
I know that I have tried to change my driving habits. I now try to drive at the speed limit. I use my cruise control in my car (when safe) a lot more than ever before. Drivers, please drive safe and don’t speed. Signed, a sometimes sinner (but much less frequent sinner) Chris Harris Top Dawg, Safety Dawg Inc. 905-973-7056 chris@safetydawg.com @safety_dawg (twitter)
JOBS FOR TRUCKERS • 33
Get the next issue in your inbox! www.overtheroad.ca/subscribe
Kelsey Trail Trucking has an Immediate Need for
FULL TIME + LONG HAUL COMPANY DRIVERS
NEW TRUCKS ARRIVING MONTHLY IN 2019
NO U.S.A.
WE OFFER | | | | | | | | |
Well established company with excellent opportunities Paid picks/drops/tarping Competitive Pay Structure Direct Deposit Excellent Bonus Program Excellent miles Company Health & Dental Benefit Program Clothing allowance Cell Phone allowance
SASKATOON, SK INNISFIL, ON
WE REQUIRE | | | |
Clean Driving Record Positive Attitude Professional Appearance Teams Welcome
BEST INCENTIVE BONUS IN THE INDUSTRY
P E
1-888-564-8161 F 705-436-9706 recruiting@kelseytrail.com
www.kelseytrail.com
Index AYR Motor Express . . . . . . . . . . . . . 23
H8 Media . . . . . . . . . . . . . . . . . . . . 22
Rosedale Group . . . . . . . . . . . . . . . 11
Brian Kurtz Trucking . . . . . . . . . . . 26
Ippolito . . . . . . . . . . . . . . . . . . . . . . 37
SGT . . . . . . . . . . . . . . . . . . . . . . . . . 30
Carmen Transportation Group . . . 26
K-DAC Expedite . . . . . . . . . . . . . . . . 3
Skelton Truck Lines . . . . . . . . . . . . . 6
Carrier Profile - Rosedale . . . . . . 8, 9
Kelsey Trail . . . . . . . . . . . . . . . . . . . 35
Speaking from Experience . . . 24,25
Challenger . . . . . . . . . . . . . . . . . . . 20
Keypoint Carriers . . . . . . . . . . . . . . 15
Total Logistics . . . . . . . . . . . . . . . . . 10
Chris Harris - Safety Dawg Inc. 32,33
Liberty Linehaul . . . . . . . . . . . . . . . 34
TRANSAM Carriers . . . . . . . . . . . . . . 2
Client Transport / Diversco . . . . . . 15
Light Speed Logistics . . . . . . . . . . . 7
Trans-frt McNamara . . . . . . . . . . . . . 5
CNTL . . . . . . . . . . . . . . . . . . . . . . . . 40
Mill Creek . . . . . . . . . . . . . . . . . . . . . 7
Transpro Freight Systems . . . . . . . 13
Deck X Transport . . . . . . . . . . . . . . 39
NAL - Driver Photo Context . . . . . . 19
Trans-West . . . . . . . . . . . . . . . . . . . 21
Drive Star . . . . . . . . . . . . . . . . . . . . 38
OTR Digital . . . . . . . . . . . . . . . . . . . 34
Travelers . . . . . . . . . . . . . . . . . . . . . 30
FedEx Freight . . . . . . . . . . . . . . . . . 18
Ray Haight Consulting . . . . . . . . . 31
VeeBoards . . . . . . . . . . . . . . . . . . . 13
Fleet Safety Council Conference . 27
Rick Geller Article . . . . . . . . . . . . . 12
Walmart . . . . . . . . . . . . . . . . . . . . . 14
Genesis Express . . . . . . . . . . . . . . . . 3
Robert Scheper Article . . . . . . 16,17
Women in Trucking Article . . . 28,29
HAPPY NATIONAL TRUCKING WEEK FROM A huge thank-you to everyone who works in this industry and helps to keep our Country moving!
Company Drivers: For Corridor and US Lanes Paid Bi-Weekly Via Direct Deposit Company Benefits RRSP/DPSP Program Scheduled Time Off
Owner Operators: Corridor and US Lanes Paid Weekly Via Direct Deposit We pay plates, insurance, fuel and highway tax
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
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
PAID WELL
SLEEPING IN HOTEL ROOMS
DRIVING VARIOUS TYPES OF EQUIPMENT
Give Us a Call!
JOIN
TODAY Call or Email Dan
1-855-781-3787 recruiting@drivestardelivers.com
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
CNTL.ca