The Electronic Informer
December 2005
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The Electronic Informer
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The Informer Newsletter Member Services Executive Members Committees Other Services Downloads Communications etc Items of Interest |
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Experience in Microsoft Publisher and Word would also be an asset. Webmastering skills and web authoring software, like DreamWeaver MX, are also good which would allow for the publishing of the Electronic Informer along with the print version. Assistance is available in this area. Other skills include digital photo editing, using PhotoShop or something similar. You will also be working with Adobe Professional and will deliver the final version of the newsletter via FTP to the print shop.
Contact any of our current Education and Newsletter Committee members or one of our Executive members. There will be a vote at the December union meeting to elect the new candidate as Alternate Editor of the Informer.
John
A. McDonald, Editor
By John A. McDonald, Editor
After a wait of almost nine months our collective agreements are finally
in print and in our hands. You may also download the electronic version
of our contract at caw4304.ca/contract. The online version comes in HTML,
Microsoft Word and PDF.
This hard fought for document is the most potent weapon in our union’s arsenal. It is the final product of decades of collective bargaining for this local, with each contract building on the one before.
We should all be aware that any contract is only as good as our willingness to enforce it. This means that, not only should we know the contents of our contract, but we should also be willing to file a grievance whenever our rights are violated. Then, if our case is just we must be willing to take their grievances all the way to arbitration, regardless of time and effort and cost involved. This is the reason why we have just sent a department two grievance about improper over time assignment on to arbitration. A contract is a previously agreed to code of conduct that both sides are obligated to honour. Ignorance is no excuse from either us or our supervisors.
Starting with this edition of the informer, we would like to highlight some of the improvements that have been made. Are negotiating team sweated over each word that makes up this document. Educating ourselves about its contents allows us to exercise our full rights that they have gained for us.
ARTICLE 12: DISCIPLINE, SUSPENSION, DEMOTION AND DISCHARGE OF ANY EMPLOYEE
Art. 12.1(a) In our previous contract, the language stated that if an employee wanted union representation, it was available. With our new contract, the onus is now on the employer to ensure the union representation is offered when discipline is likely. In fact, an employee is never required to meet alone for any reason with management if they do not wish to, without union representation. Always remember that your union executive strongly recommends that you always bring your union steward with you when discipline may be possible.
Art. 12.5(b) Previously, there were no time limits on customer complaints. With this new contract, they have 45 days from the date of the incident to submit their complaint. If the complaint is to result in discipline, the customer must submit it in writing. This written complaint must then be forwarded to the Union. No longer will we be disciplined on hearsay evidence.
Take time to read over your new contract. Knowledge is power.
By Phil Whitehead
After expanding the system in September 2005, GRT may be required to
make service reductions in 2006. Routes 61 Conestoga College and 68 Eagle
St., and all Bus Plus routes, will be eliminated if cost-cutting proposals
are accepted by regional council.
On October 26, the finance department presented a report to the budget committee of council listing $3.75 million in proposed expenditure reductions for 2006. The region is facing expenditure increases that are outside of its control, such as from inflationary pressures and increases to OMERS payments. Therefore, in order to limit a tax increase to 2.77%, the region must find efficiency improvements and service reductions in expenditures that are within its control. All departments were required to submit spending reduction proposals.
GRT found $440,000 worth of reductions by eliminating the routes that have the lowest cost-recovery and number of passengers per hour.
Method of Selecting Expenditures
When choosing a method to achieve the cost-reduction targets, staff faced the choice between reducing the frequency of service on a number of routes or abandoning selected service areas. Staff appears to have chosen the latter method by recommending the elimination of the routes with the lowest utilization.
During the mid 90s, when Kitchener Transit was required to reduce service, it spread reductions throughout the system, with unfavourable results. The frequency of some KT routes was cut in half on the assumption that customers would wait the extra time. Instead, ridership on these routes evaporated. (GRT attempted to reverse this damage in September 2005 by restoring fifteen minute frequency on several of the affected routes during peak periods.)
Routes Selected
The prospect of losing Bus Plus prompts some basic questions about the service: Does the failure of the Bus Plus routes to achieve "financial performance and service utilization criteria" arise from a lack of public interest in transit or from a deficiency in the method of the transit service as being offered?
There are indications of public demand in the service areas involved:
75 Saginaw has increasing ridership and 72 Cherry Blossom is considered
too infrequent to meet the needs of both employers and employees.
Starting a route using Bus Plus has worked in the past: 71 Melran and 22 Laurentian West both achieved a sufficient number of passengers to become conventional routes.
Vans have a capacity of 13 passengers, but in reality, it is less. If more than five passengers are in a van, passengers almost have to climb over one another to board and deboard. The awkwardness of the use of the vans creates a poor introduction to the transit system.
Bus Plus cannot serve seniors, special needs customers, those with groceries and customers with baby carriages. Therefore, ridership growth on Bus Plus routes likely is impeded by lack of easier access facilities.
Bus Plus vans are frequently confused with the supervisors' vans, causing some GRT passengers to assume that the vans cannot be used for travel.
The elimination of 61 College would mean that senior residents in Blair
would lose the service that they requested for years and finally received.
Timing
Opportunities for public consultation will be made available prior to these routes being eliminated. The decision about service elimination will be made by the end of January.
Return on Investment
The $440,000 in proposed cuts is roughly equal to the amount that the region forwarded to GRT in special funding for the purpose of getting bus maintenance back on schedule. It is not a surprise that the region wants its money back. Presumably, it was to be returned in the form of fewer costs resulting from premature wear and on-the-road break downs. However, it now appears that the region prefers to receive cash.
By Greg Sturt-Smith
Hi everyone it’s time for another update on your local gyms provided
by the Region of Waterloo. Today we are going to look at the Strausburg
gym. The gym has been opened since the end of April. Lisa Yates is the
Employee Centre Consultant. If you have any questions or if you want
to be on the board to help make decision on what happens next for the
gym please email Lisa at lblaskavitch@hotmail.com.
The gym has lots of dumbbells ranges from 3lbs to 80lbs. Also, there are plenty of plates to use on the variety of machines. Finally, there is a pin board for information on correct movement of stretching, exercises, and accessories to add variety in your warm-ups and cool-downs.
Trip of a LifetimeBy Michael Hogue
This past September, I was most fortunate to go on an all expense paid VIP tour of St Petersburg, Russia, Biakonur, and Kazakhstan. I was a guest of Telesat, a Telecommunications company that was launching the Anik F1R satellite to replace the F1 that was running at only half due to malfunction. Telesat has a program that allows one employee and guest to attend every launch with a draw with proceeds going to the United Way. John (my stepson who works for Telesat and won the draw) and I made the trip together.
After a few days of touring, which I don’t have room to go into here, we were off to the Kometa Hotel on the base and dinner at the Polyot Hotel. Wonderful food and drink was had, as time grew closer for the Anik F1R Proton Launch. 3 am we were off to the Proton Club to see the Launch and Live to air broadcast back to Telesat and ILS was playing on the TV. At 3:53 am local time it went with a large flash and sparks coming off the tower.
The part that was so incredible was the pad was 8 km away and we heard
the TV noise of the rocket then about 15 seconds later the real sound
which completely drowned out the TV speakers. Next were the dome of light
that shined all the way to the ground and the crackling noise of the
rocket. After about a minute the first stage let go covering the sky
in shooting stars. Night launches are more spectacular to view and what
a sight to see. Cheers from everyone in the group after learning everything
looks normal readings are in normal limits. Drinks and signing of the
banner took place afterward. At about 5Am everyone was back to the bus
to the airport to return to St Petersburg and yes, all slept well.
On the trip home, with my mind trying to grasp what I had seen over the week. I dedicate this to Kathleen My wife and John, without whom I would never have had a chance like this, and Telesat and the folks that were on the trip. Also for the Operators that helped with my trades.
The Great Organizer
There is no more important job in the labour movement than organizing
workers into unions. One of the best organizers who ever lived was
a Canadian named John Flett.
Flett worked as a carpenter in Hamilton, Ontario in the early 1900s.
Because most of the unions at the time were international craft brotherhoods
it was American Federation of Labor president Sam Gompers who enlisted
the services of John Flett to enrol new members in Canada.
It wasn’t working class solidarity that motivated Gompers. The
AFL was also organizing in the U.S. and didn’t want a low-wage
ghetto north of the border.
Flett eagerly went to work and was astonishingly successful. He established
57 new locals in 1901 and another the following year. That is an almost
unbelievable pace of more than one new local set up every week over
a two year period.
In 1902, Flett was elected president of the Trades and Labour Congress,
the forerunner of the Canadian Labour Congress, a fitting tribute to
his great achievements as an organizer.
Labour Minutes recount the history of working people and take just a
minute to read.
-Dishaw-Roy
Bring some Christmas cheer to others!!
(A Christian ministry that provides shoe box gifts to poor children in Third World countries)
Let’s try to get a group of 25 to 30 GRT drivers & family
members (minimum age: 14)
We will inspect and pack shoe box gifts at the
CHRISTMAS CHILD PROCESSING CENTRE
866 Langs Drive, Cambridge (Electrolux building)
THURSDAY, DEC. 1/05
6:45 pm to 9:30 pm
Sign up on Group Lists
(posted at North Garage and South Garage)
For more info Call:
Paul Eckmier 742-2482
John McDonald 241-5623
Paul Wagler 578-8072
By Gregory Jahn, Vice President
This month a member asked that I look into a particular 2300 series of bus in regards to the retarder operation. The member expressed that the retarder had been moved from the accelerator pedal to the brake pedal.
It was after looking into the issue in depth that I realized that perhaps more education is in order for all of us, myself included.
The retarder operation on an Orion 2300 series of bus is actually on both accelerator and brake pedal combined. Transmission retarder operation is interrupted by the operator depressing the accelerator pedal. Release the accelerator pedal and retarder operation is applied in the first stage at 33%. This part is done electronically. When the operator depresses the brake pedal slightly a 4 p.s.i. air switch activates the second stage at 66% of transmission retarder operation. Further depressing the brake pedal activates a second air switch which then applies the third stage at 100% transmission retarder operation.
Remember that this entire transmission retarder percentages drop to 0% at any moment the A.B.S. detects wheel slippage while braking.
Our Union’s concern is that for the A.B.S. to work it must release
air pressure to the wheel sliding and deactivate the transmission retarder
during braking. But if the operator does not have their foot on the brake
pedal at the moment a rear wheel were to start too slide due to retarder
operation in bad weather, there is no air pressure to be released. Due
to wheel speed this could cause the retarder to be engaging and disengaging
repeatedly which was felt would only further burden the operator duties
trying to control the vehicle. This is one of the reasons as to why the
Union has fought so hard to have the retarder switches installed in the
2300 series. This would allow the operator to shut the retarder off in
bad weather giving the operator a more controllable and predictable brake
operation.
I would like to thank our member in department # 2 who has the duties of taking care of a lot of our changes being requested by either Health & Safety or Operations committee that being mechanic Moe Kosza, and for taking the time to give me a little in depth knowledge in this issue.
By John A. McDonald, Editor
“See if this fits you." I’d just been on the job for
about two weeks when one of our senior drivers, Hughy Critch, handed
me his unused uniform jacket. When I found that it fit perfectly, he
said, “Keep it. You look better in a uniform, and they won’t
give you one until next year.” With that kind gesture, a wonderful
relationship started between me, a junior driver, and a thoughtful, senior
driver. Periodically, he would give me simple tips that helped with my
driving skills or ways to deal with certain passengers. It wasn’t
so much the things that he gave me, but just the fact that I was made
to feel welcome in this new union environment.
This past year has brought a record number of new employees to GRT. At our recent union meeting, the problem was brought up as to how to integrate these new union members into our Local. The suggestion was made that more resources be put into educational tools such as this Informer. While I welcome such an investment, let me suggest an even more effective way of introducing these new members to union life.
May I suggest that we look to some of our universities for the methods they use to provide support for first-year students as they adjust to the university experience?
In many ways, a union environment is just as foreign as moving from high school to university. The University of Ontario in Oshawa uses a program called Student 2 Student Mentoring. It is described as a “program that matches incoming students with our upper year students in their faculty. Upper year students are the experts on life at University, and by establishing these collaborative partnerships, first-year students will have the opportunity to learn about campus life from someone with first-hand experience. Student 2 Student Mentoring is all about students helping students. It’s about gaining knowledge and sharing knowledge. It’s about providing support and conveying practical information, student 2 student.”
Our union could greatly benefit from this type of volunteer program.
So often it takes years for new union members to become involved in the
union and join a committee or attend a union meeting. My experience has
shown that posters on bulletin boards have very little effect. What it
takes is for someone to walk up and say “Are you coming to the
union meeting tonight?” It is the personal touch that makes all
the difference.
Before I go further, I’ll have to admit that I don’t expect the union to immediately create a “new member mentoring program." What I hope for, in the short-term, is that the next time you run into a union member whose name you do not know, that you take a minute to introduce yourself. Let them know that they can speak with you at any time, should they have any questions about the new job. Perhaps even give them your phone number. In short, I encourage you to step out of your comfort zone and make him/her feel welcome.
Eventually I would like to see a mentoring committee set up to co-ordinate
compiling lists of volunteer union members, and then provide this list
to our president. During their initial meeting with our union president,
new members would be asked if they would like to become involved in the
New Member Mentoring Program. The mentee would then be assigned a mentor
from the list of volunteers, and introductions would be made. The mentor
would:
- introduce them to their union steward
- take them to their first union meeting
- and generally introduce them to others.
And then there are the more delicate matters, such as interpersonal conduct between union members that need to be explained. For example, if a person has never worked in the union environment before, they may not realize things like the fact that we are never supposed to complain about a fellow brother or sister to a supervisor. Rather, we are expected to approach the offending party directly, or speak to our union steward. (This, of course, does not include criminal matters.) Generally, the relationship would be fairly casual, and would only formally exist for one year.
Does this make sense to you?
Then take the first step and shake the hand of a brother or sister that you do not know. Then speak to your union executive or steward and let them know your thoughts on the matter.
If there is enough support, we can bring it to a union meeting and discuss it.
Let’s strengthen our union. Let it begin with me.
Submitted by R. Simpson, Chief Steward (N)
On Saturday November 12, I and the Chief Steward from the South attended
a full day workshop on Advanced Grievance Handling. The instructor (Luis
Domingues) was excellent. He had a passion and extensive case arbitration
experience from a union perspective. What was important about the training
is that we have to examine the idea of challenging management rights,
learn more about the duty to accommodate with a focus on disability and
to let us not forget that just because we have a union in the work place,
we are not bomb proof, as the following case example shows. If people
are interested I will submit additional real life cases in the next issues.
Case No. One, Local 127 and Ontario Steel Products (True Story)
A worker was discharged for falsifying records of units worked on under
a piece work incentive system. The worker got credit for doing more work
than was actually done. The worker admitted to these facts. The union
was challenging the severity of punishment – fired/discharged.
From the records submitted during a two week period, the worker was paid
an additional $4.00 per day he was not entitled to. The employee admitted
that this practice had been going on for about a year. Neither he nor
the company was certain how much money was actually paid out improperly.
The worker had been a valuable and good employee for twenty years without
any complaints or discipline incidents on his record. The company had
not disputed the worker’s good record. The worker was 45 years
old. This was the only work he knew how to do. He had a child to support.
The Decision
Note: Arbitrators are usually called in after the fourth level of a grievance
at a daily cost of $2500, it is not cheap and the decision is final.
This real life arbitrator stated in his award that in an average case
he would agree that discharge was an appropriate punishment. In this
case however, he said “...the grievor had established a long and
favourable record with the company prior to his last year. I believe
that an employee is entitled to receive some credit for this, to be balanced
against subsequent misbehaviour.” The arbitrator also acknowledged
that such a punishment would place “…tremendous economic
hardships upon the grievor.” He then went on to say”…If
there is any reasonable doubt as to the adequacy of the punishment I
think that the grievor should be given the benefit of such doubt.”
“
If the grievor wishes to be reinstated, he must:
- Reimburse the company approximate $1000 he was improperly paid. Upon
doing so be entitled to re-employment.
- From the time of his lay-off until the full reimbursement to the company
is to be recorded as an unpaid suspension.
- And with the further penalty to the grievor he shall lose ten years
of seniority.
By Maurice Levesque, JHSC, Labour Co-Chair
It’s going to be a long, snowy and icy winter at GRT. Last winter we had a particularly vicious ice storm in February. On that day system wide, we had a high number of collisions (Approx. 15)
The C.A.W. executive and I thought some of the 44 soon to 54 new drivers!! could use a little helpful winter information and opinion. What follows are my thoughts and opinions on winter storm driving based on my knowledge of OH&S regulations, GRT Operating policy and discussions with M.O.L. inspectors.
The person who is ultimately in charge of whether or not it is safe to driving a given bus down a given street at a given time is YOU the operator behind the wheel. You have the right under OH&S legislation to “refuse to do work or do particular work where he or she has reason to believe (a) any equipment, machine, device or thing the worker is to use or operate is likely to endanger himself herself or another worker; (b) the physical condition of the workplace or the part thereof in which he or she works or is to work is likely to endanger himself or herself. (OH&S Act Sec. 43(3)(a)(b))
It would seem to me that a driver might have “reason to believe” that driving during an ice or snow storm “is likely to endanger him or herself”
There seems to be a misconception out there among drivers that if you perform a “work refusal” you will get into “trouble” or be considered a “bad” driver by management. I have talked to many GRT supervisors and believe me they say they have neither time nor the inclination to “lie in wait” and “get” drivers who perform work refusals.
Additionally if any of them ever did so they would be in violation of Section 50(1)(a)(b)(c)(d) of the OH&S Act which states. “No employer or person acting on behalf of an employer shall: dismiss or threaten to dismiss a worker, suspend or discipline or threaten to suspend or discipline a worker because a worker has acted in compliance with this act or sought enforcement of this Act”
In fact if you performed a work refusal based on weather and road conditions
and the M.O.L. inspector did not uphold the refusal the worst thing to
happen is that the inspector would order you to return to work!!
To my knowledge GRT policy concerning winter storm driving is to drive
safely first and to worry about the schedule second. I cannot ever envision
as GRT Supervisor telling an operator to “get that bus on time” or
to drive faster during such conditions. To me one of the best ways to
cope with snowy and icy conditions is to “drive an appropriate
speed for conditions” If that speed happens to be 1km/h then so
be it. Don’t get caught up in that “gotta finish on time” mentality.
I have asked M.O.L. inspectors a couple of times over the years “would you uphold a work refusal based on weather and road conditions?” the answer was probably but several factors would have to be in place first. These are 1) that all school buses in the area had been cancelled or pulled from the road. 2) That police and news agencies were making regular announcements advising people to “avoid all unnecessary travel”
Even with those conditions in place the inspector still said he would have to come out and make a determination at the particular location at the time and that his ruling would not necessarily apply to Transit as a whole.
If you have any questions about the information contained in this article do not hesitate to call my on my union cell phone at 497-7870.
By Maurice Levesque
Crap my alarm didn’t go off on time!! Its 5:50 a.m. and my bus should be rolling out of 6A5 about now. I dial Dispatch expecting the worst and a honey voiced supervisor says don’t hurry we’ll see you when you get here.
Yippee! I think 5:51 a.m. and the sarcasm flowing. I put on my least wrinkled uniform one gray sock and one blue sock and hammer out the door. No time for Timmy’s this morning I moan as I shove the car into gear and punch up Warp six.
Visions of pink slips and white slips roll across my half-opened eyes as I weave in and out of traffic. I can see my breath in the moonlight as I complete the 800-meter dash from the Zeller’s parking lot to the Dispatch desk.
Time to face the music. “I’m here” I call to the Supervisor on duty. “Your bus is gone and the Assistant Manager would like to see you now.” He says. Uh Oh! I think, “when was the last time I was late? Someone call in a complaint? Did the red light camera get me?” I slink to his office and he meets me at the door.
“Come in Maurice. Glad to see you would you like a cup of tea? Cream and sugar isn’t it?” I’m thinking what did I do? Is HR and a pink slip on the way? “I can meet my bus downtown I offer hopefully” No no he says, “we’ve got you covered for the day”
This is just getting more bizarre. “So Maurice I thought I’d take this opportunity to tell you what a wonderful job you’ve been doing for us the last 8 years.” Disbelief creeps across my face. No really, we appreciate the effort you put in day after day.
A knock at the door. It’s the Manager of Transit and the Assistant Director. “Hi Maurice would you like some fresh baked muffins. My wife made them this morning.” I’m thinking did I go to the right transit property this morning?
The Assistant Director sits down and says, “we’ve decided to put all those extras you wanted in the new buses including the Vibra-heat massage drivers seat” Behind him the Manager says” we’ve also took your advice for a Winter Schedule and added 15min to the running times for each Route”
Wow this is the best day I’ve ever had at transit! A phone is ringing on the desk I pick it up but it’s still ringing. I sit bolt upright! Crap it’s 5:50 a.m. and my alarm didn’t go off on time.
Our 7th Annual “SKIING FOR DREAMS”
CHARITY SKI-A-THON
for the
CHILDREN’S WISH FOUNDATION
is
TUESDAY, FEB. 7/06
COLLINGWOOD
- Downhill skiing at Blue Mountain
- X-C skiing & snowshoeing at
Scenic Caves Nordic Centre
(MORE DETAILS COMING SOON)
By Wilf. Clegg (Grey Owl)
It’s time for another kick at the cat. I do appreciate the positive feed
back I’ve been receiving. Thanks.
As promised here’s my view on the iXpress. The customers I’ve talked
with have been very positive in their response. They think it’s great that
they can now get to K-W or Cambridge without having to ride a milk-run bus. This
can only be accomplished by the operators doing a truly professional job. Even
with the recent problems that have occurred, the drivers have continued to behave
in a professional manner. The real test will be how they perform in the bad weather
that is coming, Good Luck!
We, I mean Grand River Transit have been having our problems as of late. I
know it’s not us, its management, but that’s not how the general public
perceives it. We are G.R.T., whether we like it or not. Let’s all behave
in a professional manner. We can’t alter what has happened in the way of
discipline at the management level. Complaining to our passengers can only demean
our image in their eyes. We know that the wrong types of tires are being run
on the iXpress bus route and I hope that will change.
With the holiday season fast approaching and another anniversary is getting
closer, or just past, depending on when you are reading this. It’s hard to believe
that it was eighteen years ago that I first turned a wheel for Kitchener Transit
(after a brief sojourn with Cambridge Transit). November 23 seems like such a
long time ago. Mark Kind, did you think we would last this long? After all this
time your still the Junior / Senior driver and I’m still the Senior Junior
driver, no matter which division we work in or were we are on the seniority list.
Speaking of seniority, why can’t the number of vacation allotments, especially
in the summer, keep pace with our growing numbers? It just does not seem fair
that an operator with only a few years seniority can’t even get one week
in the summer. I know the argument the really senior driver will give, “I
had to spend twenty years before I got a summer holiday so you should too”.
But that was 25 years ago and times change, and so should the system.
That’s all for this time, although I’m politically incorrect have
a very Merry Christmas, God bless you and watch over you this holiday season.
 |
August |
September |
| North: | |
|
| Incident | 2 |
2 |
| Non preventable | 8 |
11 |
| Preventable Incident | 3 |
5 |
| Preventable | 4 |
6 |
| South: | |
|
| Incident | |
1 |
| Non preventable | 2 |
3 |
| Preventable Incident | |
|
| Preventable | |
1 |
| South Fleet: | |
|
| Preventable | 1 |
|
| North Fleet: | |
|
| Preventable | |
1 |
| Mobility Plus North: | |
|
| Incident | 1 |
|
| Non Preventable | 1 |
1 |
September was the worst month for preventable accidents in G.R.T. history.
Several drivers were charged by the police for speeding and causing accidents.
G.R.T. has grown and has expanded into many new areas. The running times
we are given, are insufficient to drive in a safe manner. As you all
know, the more people you pick up and the more stops you make, the faster
you have to drive to maintain the schedule, which becomes dangerous.
You as a driver, are upset and stressed, the public is upset because
of late buses and missed connections.
Our schedules only work in off peak times, when the traffic and our loads are
light. Once we enter peak times it is very difficult to maintain a schedule.
If snow and ice come in to play, the entire system will fall apart as it always
does on the first snow-fall of winter.
The best advice that I can give you is to slow down and drive in a safe manner.
Remember “safety first” yours, the passengers and the publics. Use
your schedule as a guide. If you are running late and are supposed to have lunch,
then let the Supervisor work with you, to provide you with a lunch break.
Our schedules are tight and rigid, there is no give. The interlining of buses
does not work. Even on dry days buses run late and break down, service is missed
and people are upset. When snow falls and the streets are covered in ice, buses
can’t maintain service because we have to drive slower and are held up
by traffic. When you have a bus that does three or four different routes, (Interlining)
with driver changes due to lunch breaks, you are asking for disaster.
That is what happened on November 17. The route 12 bus schedules are too tight
and can’t maintain their schedules. Service was lost on routes 17, 27,
9, 12. Half a dozen drivers helped to bail out the system by offering their services
after their shifts ended. This helped, but did not solve all of the shortcomings
of the system. By midnight the salters had covered most of the City but we were
still held up for 7 min at the Terminal because an interlined bus could not make
it to the Terminal on time.
So again I remind you all, to think about safety, slow down and drive in a safe
manner. Do not worry about being on time. Let’s make this winter season
the safest that G.R.T. has ever had.
I would like to wish everyone a very Merry Christmas and a happy New Year.
Laszlo Bori
Contributors Laszlo Bori |
Contact Webmaster, John A. McDonald:
or call 519-241-5623 | Site Map | 
= Members Only)
When someone in a position of public trust in other sectors loses that
trust, they do not return in the same capacity until they can earn that
trust again, if at all. If this was you or I, we know that we would not
be here today.
Gord Whyte performed a work refusal saying that he had recently learned
that the tires on our buses had an 88km/h speed limit stamped on the
side. He felt that running this tire on the 401 at 100km/h would be unsafe.
He correctly informed the Supervisor on duty who agreed to put the “I” Express
buses on detour while this was investigated.
I will forward at my next JHSC meeting Gord’s recommendations
that we add signs to the rear of the buses indicating the maximum speed
and that GRT management continue the search for a higher speed rated
Urban Transit tire.
When we became GRT, things were supposed to be equal between the North
and South, and yet ticket clerks in the South make a few dollars less
than their counterparts in the North for doing the same job.
iXpress Tire Issue