Recently a mother put her 11 year old daughter on a bus to meet the girl’s father on the other side of town. “The Buzz” (4/15/05) The mother erroneously believed that her “Bus Stops Here” booklet reflected true arrival/departure times, and that Operators are given enough time (same as twenty (20) years ago) to complete the trip and make the imaginary transfer. The reality as stated, the Operator was given a “whopping” thirty (30) seconds to make the connection (Scheduling, Planning Team?). I’m sure the “Bus Stop” probably showed, I would assume, at least five (5) minutes to make the transfer.
The Operator called “612” which is a common practice in this agency, to make the perceived connections or transfer that is erroneously printed in the “Bus Stop”, (Marketing, Planning, Scheduling Team?) for other connecting buses that if not following their paddle (and even if following paddle) by waiting an extra two (2) minutes run late and potentially inconvenience eighty (80) plus passengers.
What’s missing here is; A two (2) minute wait for arrival, two (2) minute wait for passengers to nonchalantly stroll over (if any) to your bus and another two-three (2-3) minutes to get out of the Transit Center – guess what you’re seven (7) minutes down. (Scheduling/ Planning Team?)
Fortunately I always tell my 75 year old “visually impaired” dad to always take an earlier bus because anything can happen (mechanical malfunctions, blocking accidents, construction, detours, passenger disputes the list can go on and on), when he goes out to visit the VA hospital and if he misses his connection the route goes to hourly service. You see if he misses his connection he would have no one to call, very few individuals carry their doctors phone number, especially at the VA and so much for an elderly individual feeling safe (especially) at the Lakewood Transit Center.
What if this was your dad? Would you be upset if he missed his connection because of an individual who’s bus is on fifteen (15) minute service and they neglect to get to the stop or Transit Center fifteen minutes earlier to ensure transfer to their bus? How would you feel if you received a call from the VA Hospital wondering where your dad was because he always catches an early enough bus to make his appointments?
How do you feel when the agency puts added pressure on you as an Operator to make a connection that is routinely 30 minutes headway and may have to call for connections – but put you in the position of doing it in 20-25 minutes?
Bottom line, if you were the Operator who was going to help the girl make the connection, you did everything right, (obeying traffic laws, boarding – deboarding passengers in a safe professional manner) yet the schedule does not allow you any leeway if you have a “heavy passenger count”, (this happens in public transportation). You have done your job. (Planning/ Scheduling Team “are you out there?”)
Remember, getting our customers whether a 75 year old man, or an eleven (11) year old girl to their destination takes a team effort.
Let’s give the transit Operator five (5) additional minutes and make a “difference”.
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What is Per Capita Tax?
We as members of this local pay two (2) per-capita taxes. One (1) to the International Union which covers the expense of printing the “In Transit” newsletter to approx. 180,000 members and affiliates, ATU Pension Plan and Trust for International Officers, staff and employees, the Funeral and Dismemberment Benefit Plan and the Defense Fund. Active and pensioned members- $.90 per month is placed in the fund for Funeral and Dismemberment claims, $.10 per month the Trusted Retirement Plan for International Officers, staff and employees and the remaining per capita 85% per month is placed in the General Fund for the management of the International Union.
A good example: recently our Financial Secretary Treasurer Don McKnight attended a three (3) day training seminar in St. Louis, Missouri. The International picked up the air fare or mileage, hotel rooms and in most cases provided meals. There could very well have been up to 100 attendees at any particular training seminar paid for by the per capita tax. The remaining fifteen percent (15%) per month is placed in the Internationals Defense fund.
The Defense fund is used to provide striking or locked out members protection authorized by the A.T.U., protecting members in cases involving transfers from private to public operation, protection of members from raids within or outside groups, opposing legislation unfavorable to the membership or supporting legislation favorable to the membership. This is only a partial list of the per capita tax submitted by the local and distributed by the International.
The second (2nd) per capita tax we pay as mandated by the International is to our affiliates (Labor Councils, Legislative Councils and Conferences). Pierce County Central Labor Council (PCCLC) Washington State Labor Council (WSLC) Amalgamated Union Legislative Council (ATULC) and Northwest Joint Conference Board (NWJCB) to the tune of over $24,000.00 a year, and our membership pays nothing! The Union coffers are depleted yearly, no cash input, just outlay.
For a mere $2.50 a month per member (local per capita tax) this local would be able to provide Shop Steward training to those who are interested but cannot take the time-off due to “no” lost time reimbursement, waive per capita tax payments to the International by picking up the slack until the member is able to return (for a reasonable time period) from an On-Job Injury. You know heartless as it may sound I bet there have been times when individuals (members and Officers) have attended International sponsored training seminars, and someone who was out on an OJI’s per capita helped them attend.
This in no way would fund another full time Officer position but it could very well afford the opportunity for increased communication between the leadership. It is strange when this subject comes up a vocal minority seems to start grousing. Why is the President/Business Agent the only full time Union position doing the work of forty five (45) Pierce Transit Managers? Also I think a couple of $2,500.00 scholarships a year would benefit our members or four (4) $1,250.00 or (5) $1,000.00 scholarships or… you’ll be hearing more on this topic later and the per capita tax too!
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Recent Article in the Buzz
“I D Badge Care”
Originally ID badges were not going to be associated with any charges unless the member lost more than one. Since that original article
in the Buzz, it is now implied that there are numerous other ways you could become liable for replacement. The replacement cost that is referred to of $25.00 has now been expanded to circumstances other than loss. Talk to one of your stewards if you have a question about this issue.
According to the, “ABA Section of Labor and Employment Law”, by Brand, this would fall under the steps of progressive discipline. Some accepted forms of discipline prior to discharge are oral warnings, written warnings, and suspensions, as examples. Arbitrators are very reluctant to find an employer’s withholding of monetary benefits an appropriate form of discipline. For example, “Charging an employee a $25.00 fee to replace a plastic time card has been found to be a disciplinary fine which cannot be imposed without regard to the disciplinary procedure and without considering whether the employee exercised reasonable care.”
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Lane Chase, Vice President/A.B.A.
V.president@atu758.org
“WORKING IN THE HOT SEAT”
This article is presented with the intent to inform and with the hope that these issues can be addressed. This information is from a study done for the, “Department of Design and Environmental Analysis, College of Human Ecology, Cornell University, Ithaca, N.Y.” I have tried to put the technical terms in more understandable language and paraphrased from the original article.
It has been shown that bus operators suffer elevated health risks. They also experience higher levels of absenteeism and medical disability related to occupational stress. It has been shown in numerous studies that drivers die at a younger age from coronary heart disease, retire earlier with physical disabilities, and are absent from work at a much higher rates for gastrointestinal, musculoskeletal, and nervous disorders than other occupational groups. Over twenty epidemiological studies of city bus drivers, around the world, reveal excess rates of mortality and morbidity for heart disease and gastrointestinal and musculoskeletal disorders. For example in a national study in the Netherlands, bus drivers retired on average a full five years earlier than other civil service employees. Typical reasons for premature retirement included musculoskeletal (35%), of premature retirements, 35% were for psychiatric, 7% for cardiovascular disorders. Of the 1,672 drivers who retired in a seven year period, more than a third did so either partially or totally disabled. Also very striking is the fact that only 12% made it to full retirement. Furthermore the drivers who retired with medical disability did so on average seven years earlier than administrative personnel. Bus drivers also had greater levels of psychological disturbance than comparison groups with approximately 13% scoring in the range to be hospitalized as psychiatric patients. It was found that the amount of psychological distress was in direct correlation to the number of typical job stressors they experienced at work. As a result the rates of absenteeism, and disability claims are skyrocketing in the transit industry. Absenteeism for bus drivers is more than three times the national average for blue-collar workers. Examining the causes of absenteeism among bus drivers, a very large portion stem from stress related disorders, for example gastrointestinal problems and head aches and anxiety. Moreover, several analyses of transit driver absenteeism indicate that a portion of the lost work hours are attributable to the operators’ inability to take a day off when needed. Another study found higher rates of hypertension among bus drivers in comparison to other occupational groups. The longer a driver has been employed, the greater the magnitude of elevated hypertension. One study reported elevated heightened levels of adrenaline, noradrenaline, and cortisol. A final link tying occupational stress to ill health among bus drivers is provided in a series of studies done by Mulders and his colleagues. These investigators examined the psycho physiological stress profile of drivers in relation to ill health. Experienced drivers with a minimum of five years experience were selected on a basis of high health related absences during the previous year. High absence drivers showed a significantly greater neuroendocrine reactivity on the job.
Several surveys and some actual observational studies have attempted to uncover what elements of the bus driver’s work environment contribute to occupational stress and ill health. The surveys indicate that among the most compelling problems for the bus driver are the threat of physical assault and crime, traffic congestion, little or no input into how work is organized or implemented, incessant time pressure, disorderly passengers, ergonomic/mechanical difficulties, (temperature, seat comfort, visibility), and work schedule interference with home life and leisure activities. Gardell and his colleagues note an interesting source of stress. Operators reported frequent conflict between their desire to serve the public in a professional manor and relentless time pressure to stay on schedule. Answering passenger inquiries and assisting elderly or disabled passengers often conflicted with requirements for schedule adherence. In addition when buses were late, passengers often took out frustration on drivers, sometimes threatening to report them. The constant pressure to stay on time is further amplified by the common practice of transit districts, both to monitor on-time performance, or take more punitive action against those who fall behind. It is a common complaint of many bus drivers about losing some if not all of their short rest stops at the end of the line. Close to one third of the drivers in the survey reported they frequently had no time for any scheduled rest. In addition to the tension of providing good service on the one hand and staying punctual on the other, runs up against the major physical stressor identified by drivers—traffic congestion. Drivers have three primary tasks; to drive safely, to maintain the schedule, and serve the public in a professional and courteous manner. Two if not all three of these tasks are inherently contradictory and are further interfered with by traffic congestion.
Drivers typically have no say over the scheduling of routes, choice of equipment, or the shift they will work. According to these studies the transit operator’s job epitomizes a combination of high work load demands and low job control. According to Karask and Theorell, high work load coupled with low control causes increased psycho physiological stress. This combination was show to have the highest on-the-job elevations of stress hormones. This study also evidenced more non-verbal stress indicators, while driving the bus, (e.g. fidgeting, repetitive movements or play). This study also shows that threats of physical assault or other crimes are among the driver’s highest concerns. Blau examined job stressors and found that threat of crime was the best predictor of job performance (accidents, missed work, passenger complaints), the greater the perceived threat, the lower the levels of job performance. Also the longer a driver had been on the job the greater the association between threat and job performance.
Drivers typically have no say over the scheduling of routes, choice of equipment, or the shift they will work. According to these studies the transit operator’s job epitomizes a combination of high work load demands and low job control. According to Karask and Theorell, high work load coupled with low control causes increased psycho physiological stress. This combination was show to have the highest on-the-job elevations of stress hormones. This study also evidenced more non-verbal stress indicators, while driving the bus, (e.g. fidgeting, repetitive movements or play). This study also shows that threats of physical assault or other crimes are among the driver’s highest concerns. Blau examined job stressors and found that threat of crime was the best predictor of job performance (accidents, missed work, passenger complaints), the greater the perceived threat, the lower the levels of job performance. Also the longer a driver had been on the job the greater the association between threat and job performance.
Operators also complain about various human factor problems associated with operation as well as comfort. Feickert and Forester report, complaints including noise, temperature, seating and postural support, instrument panel design, vehicle maneuverability/handling, and visibility. In summer temperatures were of major concern it is not uncommon for temperatures to reach 54c, or 129.2f. Noise levels, particularly, in the low frequency range, (infrasound) were substantially elevated and shown to deteriorate performance and cause discomfort. For example, steering precision, speedholding, (maintaining a set speed), and reaction time were all negatively affected. Driver reports of fatigue and drowsiness also correlated with low-frequency noise levels.
Drivers on split shifts or constantly changing shifts complained of disruptions of home life, particular social activities and leisure time. These disruptions also contributed to marital strain, and interfered with parenting. For example drivers were able to join families for meals on average less than five out of a possible 21 weekly meals. Both spouses and drivers reported independently that social life, holidays, hobbies, and their sexual relationship were affected by driving a bus. One spouse remarked, Once a week, on Sunday, (if of course my husband’s duties fit in)…when he comes home he eats, watches television, then sleeps so soundly I can’t even wake him, so as a result he stays down stairs a lot and I sleep alone.” Drivers reported excessive fatigue and tiredness following work and in one study took on average 1.5 hours to relax and unwind after work. It is also reported that as driver ages this problem worsens, drivers over 50 commonly reported being to tired, to do anything after work. Drivers also report a “Social Isolation”, on the job. The studies show a very low level of support from coworkers. The low level of support is not surprising given the nature of the operator’s job. Drivers have very little opportunity to have face to face contact with coworkers except for occasional moments at intersection points. Breaks are often at isolated points at end of a route segment. Irregular hours and constantly changing schedules make it difficult if not impossible to routinely interact with the same group of fellow drivers. Disrupted family life, difficulty with scheduling social relationships outside of work, and the general solitary nature of bus driving may have both direct and indirect effect on driver’s health and well-being. It has been well established that social isolation contributes negatively to morbidity and mortality. At least three studies have examined the potential buffering effects of social support among bus drivers. By its nature public transit operation is a solitary job, and, as noted few opportunities occur for building or maintaining socially supportive relationships on the job. Evans et al. found that Type A bus drivers perceived their jobs as more stressful, manifested more overt indicators of stress while driving the bus, had more accidents. Type A and Type B did not differ in their reactions to stress while driving.
Several ideas for reducing stress follow and have been suggested to many of the transit organizations. Traffic congestion can be reduced by signal prioritization, bus lanes, elimination of curb side cuts and the creation of islands, bring the passenger to you instead of your bus to the passenger, rigorous enforcement of curbside parking rules, and towing of cars parked or blocking the bus lane. Improved passenger information systems can provide better information and reduce driver inquires. For example electronic displays and announcers of transfer points, upcoming stops are available. Another example to relieve pressure to make it to transit centers is to have arrival windows instead of exact times. Scheduling could be done on intervals that vary at different times of the day to allow for peak service demands. Longest recovery times should only be scheduled at central locations. This would enhance safety and security, and at the same time enhance the social interaction of co-workers. When split shifts are absolutely necessary consideration should be given to the length of the split. Co-worker intercession team could be formed to assist when poor driving or other problems arise to form a first line of support for the driver before discipline starts. Experienced, successful drivers could be trained in peer counseling techniques and more formal support groups could be formed. This has been a very condensed version of the numerous studies on driving a bus. I hope it has been helpful in identifying some of the feelings you may have been having and let you know you are not alone. The things you experience are common to drivers around the world, and your union is looking for solutions to these issues and others.
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Don McKnight, Financial secretary/ Treasurer
finsec@atu758.org
It’s been an extremely busy four months. (Year-end taxes, audit, budget and quarterly taxes.) My goal when I came into this job was to provide the reports you want to see. To that end I think I’ve done that and constantly strive to provide better ones. If there is a specific report you’d like to see let’s talk. My other goal was to try to keep my lost time to a reasonable level. I continue to look for ways to keep the lost time down.
I attended a Financial Secretary-Training seminar sponsored and picked up by the international in St Louis. The three-day seminar was very intense and informative. I really learned a lot. I was really surprised by some of the horror stories that the other locals had with the Officer transitions after elections. Some officers received no paperwork prior to the first of January. Fortunately for me, Cathie has been extremely helpful. I intend to bestow the same courtesy to my replacement. To do any less hurts the membership as a whole.
The international has mandated an increase in the union dues effective July 1st. Along with the dues increase comes a higher minimum dues rate as well. I’ll report more on the increases next month when I’m sure how we’ll be affected.
If you get hurt on the job and are out on OJI, the local waives all dues except the International per-capita tax. We are still required to collect and pay the International per-capita. In order to remain in good standing and not be suspended we need to collect at least the per-capita from the member. This may seem a little heartless and I don’t personally like it but please don’t be offended if I send you a dues request. Hoping to see you at our next meeting.
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Sonya Ogden, Recording secretary
recsec@atu758.org
Got 2 to 4 Minutes?
As I read the article in the Pierce Transit’s The “Buzz” dated April 15, 2005 titled Got A Minute? It left me irritated as an Operator and I came to find out later in the lobby that many other Operators were also irritated and disappointed with this article. It is not just a minute to wait for a bus to come in for connections that is running late. It is two to four minutes. By the time the bus pulls in, unloads passengers, have passengers make it over to the waiting buses and load those passengers it can take two to four minutes. Our schedules do not allow for that time especially in the afternoon rush hours of 2 PM to 6 PM. It is also unsafe.
When I first started at Transit almost ten years ago the unwritten policy amongst Operators was if you were not going to arrive by departure time and you are running late do not call for connections if you were more than a minute out. It is not fair to the Operators at the Transit centers, nor is it fair to the many passengers (customers) on your bus who have their own connections and transfers to make. A lot has changed in the last ten years. So much in fact that this unwritten policy should be followed now more then ever. Also in the past, when calling for connections 612 has asked if you have time to please hold, now the majority of 612 are using the verbiage to tell you to hold, no matter what. You have a schedule to follow and if you know you have a tight run and need to make connections and transfers, I believe you as the professional out there, driving that bus, it is your decision to hold or not. I have brought this topic to the Joint Labor/Management forum and was told they would look into the problem. However, we have not been back to the table since then.
But Sonya, “Where is your compassion for these passengers?” I have much compassion for these passengers and even more compassion for my fellow Operators. I care about my job and I even care about making it to the Transit centers for connections. As a seasoned Operator, I have the experience to know that sometimes you have to make the decision that benefits you and your passengers. What is safe and what is not? I believe that calling and holding for connections during the rush hours of 2 PM to 6 PM is not safe. If you decide to wait for an incoming late bus, you run the risk of not adhering to your schedule and what is expected of you from Pierce Transit and your passengers. However, as you are the Operator out there driving that bus, it is your decision to do what is best for you and what is expected of you.
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In 2002 when I was elected as your Executive Board Officer, I also became a volunteer for the United Way of Pierce County. Every year I have been on the list as a volunteer. In March of this year, I was asked if I would like to be on the "Willie Stewart" scholarship team, and of course I accepted the offer. Willie Stewart is a life long community volunteer who has made a positive impact in the lives of thousands of people. His dedicated enthusiasm has inspired countless others to volunteer as well. This year I chaired the team with four other team members. We worked together on the scholarship dedicated in his name during the months of March and April. This year we had forty-one applicants and $5,000 to give away to the top seventeen high school seniors. Fourteen received $250 each, and the top three received $500 each. The 41 applications required a large amount of meticulous attention from the team members.
Training: On April 29th, I had the opportunity to attend an "Interest Based Bargaining Training" session with seven of your ATU Executive Board Officer's, including International Vice President Don Hansen and some of Pierce Transit's Management team.
Mother's Day: Happy Mother's day to all Moms'!
Lamarr Bond, E-Board Officer/Shop Steward Operations Position I
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Reminder!!!! This year's golf tourney is going to be here before we know it, Sunday, July 10, 2005. Don Taylor has secured Whispering Firs Golf Course on McChord AFB for the 12th annual event (in the modern era). This year's event will be a bit different, as all the teams will start together at 8:50 am in a "modified shotgun" format, then queue up at the #1 tee to play the last 9 holes. This will allow for teams to have lunch during the tournament as well. Don is doing all the registration. If you are interested in playing there is still time, registration is open thru May. We are looking for teams of four, and there is still room for you!!!! We will post info on the Union boards. McChord AFB has strict security requirements and there is a deadline for registration by June 10, 2005, no exceptions. Any questions, please drop Don a note in his operator mailbox.
I am looking for volunteers for this year's picnic on Sunday, July 17th. If you are interested in helping out, I could use you. Let me know if you are able to lend a hand. My cell number is 253-226-1794. The new shake-up is about to start for many of you, so consider if you will be available in July. Thanks, I appreciate it!
Trina Skirko, E-Board Officer Operator Position III
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The Shuttle Holiday/Vacation leave survey has been completed. Results are being counted this week. Several meetings took place this past month to finalize survey language. Management staff, Dispatcher’s, CSR’s and our ATU President, Vice President and I created and finalized this survey. This is not a contract issue, but a policy. The language developed will be incorporated into Pierce Transit’s Shuttle Department Holiday/Vacation leave policy. I especially appreciate this process as ATU and PT work together to solve problems, and develop mutually agreed upon policy.
In 2001 the ATU Safety Oversight Committee (SOC) sent a questionnaire to drivers. One of the questions was, “What is the most difficult part of your job?” Drivers identified tight runs as problem #1 and split shifts as #2. Has it changed? Did you know the Route and Schedule form is the best way for us to get the word to the Scheduling Department about a tight run. You may wish to do an incident report (paid for your time) and send a copy to Scheduling. This problem not only continues it is escalating. Preparing VCR’s continues to be a challenge. The new computer system appears to be intimidating. Please contact your Safety Committee members with problems and possible solutions. (The Paper Trail)
During this month I was selected to attend a joint Union/Management training session addressing the topic of interest based negotiations in preparation for upcoming contract negotiations. A very interesting experience. I have come away with lots and lots or respect for past and soon to be ATU negotiators. THANK YOU ATU BROTHERS AND SISTERS. My April service hours: 36 ½ hours of which 21 ¼ hours were volunteered.
Georgia Twaites, E-Board Officer Shuttle CSR
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I would like to thank all the "B" boarders who have come forward to say hello and express their concerns. I would like to remind you all that you have spent a considerable amount of money for Union initiation fees and monthly dues. As new Operators we spend a larger proportion of our wages due to our lower earning power. As your representative I encourage you to become more involved in Union activities, including attending meetings. Become pro-active and make your hard-earned money work for you.
In the past few years, Pierce Transit as hired many new Operators. As a united voice we can affect change. Your voice and opinion are a vital part of the future. The next couple of months are very important because our labor contract expires the end of June 2005. There is no better time than right now to get involved.
Something to think about. There are more accidents and incidents involving buses during the good weather months of summer than at any other time of year. During the foul weather months people tend to drive slower and use more caution. As driving speed increases, so do accidents and incidents. I propose that the month of June be bus safety month. Use extra caution. Don't speed. Drive the bus, NOT THE PADDLE! Take your breaks. Remember, you get paid by the minute whether you are on time or if you are late.
Do this for the entire month of June and start your summer out right. I suggest you revisit Isaac’s article, "They set you up to fail" printed last year. It is a powerful message and I encourage you to take it to heart. Don't be an accident/incident statistic. Thank you and drive safely.
Barry Aiton, Appointed Executive Board Officer (Relief Operator)
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The Bus Seat and You
One of the side benefits of this job is that we get to spend a lot of time sitting down as part of our daily job. Given that we have no other choice but to sit down on the job, a bus seat is a very important piece of equipment to those of us who work behind the wheel. Whether one is dealing with I-5 traffic, working your way up and down Pacific Ave, or stopping and going in the greater Pierce County area we have to do our job while sitting down. That seat is what connects us to the bus, which in some buses that seat may seem to be a torture device. We as Transit Operators must deal with the fact that we have some bad seats in the fleet of vehicles at Pierce Transit. And we all collectively do not help each other by not entering a Vehicle Condition Report (VCR) or writing up an incident report for a bus (or other vehicle) with a bad seat when we find one. Bad seat cushions, bad air bladders, seats that do not tilt, head rests that do not move, torn seats, stinky seats, you name it...they all are out there in the yard waiting for you on your next run. What are you going to do to help with this problem? Are you just going to endure it for your shift and then pass the bus onto another Operator? Fellow Operators are suffering injuries on buses that have bad seats. All members of the PT Safety Committee are currently working with Maintenance and the Upholstery shop to correct this problem. But we need your help in locating and identifying those buses with the bad driver’s seat. What are you going to do? Do you VCR or write up a bad seat when you find one? Need help in using the computer? Ask any member of your PT Safety Committee: Ed McCue, Tyrone Ross, Larry Dahlin, Sue Woodward or myself. Safety & Training Instructors and Dispatch can also help you. Paper forms for Vehicle Condition Reports are available if the computer system is not working. With your help we can improve your working conditions and get rid of those bad seats.
Mark Davilla, Transit Operator & PT Operations Safety Committee Member
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