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# What People Power Can Achieve: Take the LA Port Drivers
February 12 2015
Written by Rosemary Jenkins.
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JUST SAYIN’-We all deserve the best treatment possible from our employers. Top priorities require being treated with **respect** and **dignity**. Once those entitlements are achieved, labor deserves a livable wage, compensation for every hour worked, earned paid sick leave, job safety and security, and (unless one is seeking only part-time employment) a guaranteed 40-hour week so that second and third jobs are not necessary.
With the support of **LA Mayor Eric Garcetti**, drivers from dozens of companies last year joined in unity (with **Teamsters Local 848**) to demand changes from drayage firms. They met “to fight for justice.”
**Maria Elena Durazo** (at that time with the **Los Angeles County Federation of Labor**, a post now filled by **Rusty Hicks**), stated unequivocally: “No one who breaks the law should be allowed to do business at (these ports).”
Some 30-40 years ago, some of these same companies used **union-breaking tactics** which led to the elimination of nearly all union drivers who, at the time, were receiving many of the benefits that today’s workers are now seeking. Such drivers were eventually replaced by “outsourced” and ultimately “misclassified” workers. What an ironic turn-around. If this is the circle of life, then something is dreadfully wrong.
At one point, in reaction to current worker demands, nearly every terminal turned trucks away from all striking entities. One driver, **Ricardo Galendo (Pac 9)**, made it plain, “We want (our employers) to treat us like what we are—employees.” The need becomes clear: when employees unite behind the same principles, policies will change from top to bottom.
For quite some time, there has been ongoing pressure from all sides. Picket lines were set up at terminals as well as at rail yards. A critical outcome, which created a **turning point** for negotiations, transpired in November 2014. According to GFS, “based on a meeting . . . between **Green Fleet** and the **Teamsters Union**, both parties have agreed to begin a cooling off period.” But the demands were clear: for one thing, workers wanted their deliberate **misclassification as independent contractors** to be changed to the category of **employee** in every sense of the word.
Because the holiday season was coming up in the fall of 2014, many vendors and manufacturers, let alone everyday customers, were concerned that their anticipated merchandise would not be delivered in a timely manner, and, in fact, cargo *was* backed up at both the LA and Long Beach harbors.
Since then, encouraging progress has been made with a number of port companies, but the following are the *eight drayage enterprises* that are still holding back from a contract that assures their workers of the above considerations: **QTS Inc., LACA Express, Win Win Logistics, Pacer, Harbor Rail Transport, Total Transportation Services Inc. (TTSI), Green Fleet Systems (GFS), and Pacific 9 Transportation (Pac 9)**. To varying degrees, some are willing to discuss the issues but resolution to these demands does not seem to be something on the near horizon.
Driver **Roberto Gonzalez** was succinct as he demonstrated through his words the passion and determination that he and his fellow drivers feel: “So many companies are abusing the workers, the people who work with dignity to earn a wage to support our families which results in them \[the companies\] pocketing the money while we get a pathetic compensation” (and often have to choose between caring for a sick child and repairing the truck which they have been forced to lease if they are to work).
Other representatives have spoken before the **Long Beach City Council** and the **Harbor Commission** on bringing resolution to this ongoing issue. An important development occurred when the **Port Authority** stated it is on the side of the drivers.
Last Sunday, a significant announcement was made, declaring that the **Shippers Transport Express (STE)** finally agreed to reclassify previously erroneously designated independent drivers as full-fledged employees, effective January 1, 2015! On February 8, 2015, its drivers voted nearly unanimously to ratify the Teamsters 848 union contract for a one-year term. This contract covers both full-time *and* part-time employees. This long fought for agreement includes the following:
- a **livable wage** at $21 an hour, retroactive to January 9, 2015
- **overtime** after 40 hours at $30.50 per hour
- **full medical insurance**, including vision and dental, covering individuals and their families (100% of premiums paid by the employer)
- 8 **paid holidays** and 4 **paid sick days**
- drivers have a right to voice grievances without retaliation
- employer needs “just cause” to discipline or terminate drivers; employment is no longer “at will”
Said **General Manager Kevin Baddeley of STE**, “We believe this contract helps pave the way for the future direction of the drayage industry” and adds, “Shippers is hiring, so spread the word.”
His workers have replied, “With this union contract, we can move forward and make Shippers the most productive trucking company hauling out of the harbor.”
We can conclude from all this that *strength in numbers* produces positive outcomes and a strong foundation upon which further strides can be built.
Just sayin’.
***(Rosemary Jenkins is a Democratic activist and chair of the Northeast Valley Green Alliance. Jenkins has written A Quick-and-Easy Reference to Correct Grammar and Composition, Leticia in Her Wedding Dress and Other Poems, and Vignettes for Understanding Literary and Related Concepts. She also writes for CityWatch.)***
***-cw***
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