United Transportation Union Local 161

To: Jerry Topping, Director, Human Resources November 12, 2005

From: Paul Schneider, Acting UTU Chairman

Cc: Theresa Segal, Ben Atherly, Mollie Jones, David Beagle, Bentley Board

Re: Driver’s Handbook

There is a bit of controversy over this Driver’s Handbook which has recently been quoted in letters of discipline. We question some of the policies outlined in this handbook. Now that it has been reinstated by the company, we wish to restate our original concern; that this handbook changes previous rules and working conditions at GLS. It should be negotiated with us.

Inconsistent distribution to drivers

Last week, we went through company files looking for the Driver’s Handbook signed receipts. Of 56 Full-time drivers, 20 did not have signed receipts. Of 116 Part-time Drivers, 45 did not have signed receipts. As a result, many drivers have not received copies of this handbook. How can you hold them accountable for its contents?

Several times during 2002 and 2003, the Safety Dept. actually stopped distributing the handbooks for a while. The UTU had filed an Unfair Labor Practice complaint against the company. We later withdrew it at the company’s request, with the understanding that this issue would be discussed during negotiations. Somewhere along the line, the discussions stopped.

Inconsistent enforcement of the policies outlined in this handbook

Gray Line’s enforcement of this implemented handbook has been inconsistent.

Some of these rules are not enforced at all. Until recently, the Safety Dept. never required drivers attending training classes to be in uniform. Last week, the instructor sent drivers home stating that they were not in compliance with company policy requiring them to be in uniform for this class. Had the Safety Dept. announced ahead of time that the uniform policy would be enforced, the drivers would have complied. Or, had the instructor said, “Since you are here, it is OK to be out of uniform today, but in the future, this policy will need to be adhered to.” Instead, he sent them home without pay. Some traveled a great distance to get here. It seems the Safety Dept. is more concerned about a “power trip” than the education of GLS employees. This is a key example of how the rapport worsens between the work force and those in supervisory positions.

Some policies listed are impossible to adhere to

One example would be policy # H.1.b.-“provide reasonable first aid to injured parties”. We have no training in first aid. If we did something wrong, a lawsuit could result. The company should make sure policy manuals contain accurate rules that can be followed by the employees.

Requesting assistance from the NLRB

We decided to get another opinion on this situation from the National Labor Relations Board in Seattle. The agent assisting us felt we should add this concern to our earlier claim regarding Weingarten Rights. These issues are of extreme importance to the union.

Please know that we are not opposed to a handbook that is mutually agreed upon. Let’s work together on creating policies that help to improve conditions for the employees as well as for the company. We wish to address these issues with you as soon as possible. The NLRB claim will be dropped upon resolving this situation.

Respectfully,

Paul