Ryder Truck Rental Collective Bargaining Agreement

Section 1: Hiring of Employees

Only members in good standing in the Union shall be retained in employment. For the purpose of this Section, "member in good standing" shall be defined to mean employee members of the Union who tender the periodic dues and initiation fees uniformly required as a condition of acquiring or retaining membership. All employees covered by this Agreement shall become members of the Union within thirty-one (31) days from the date of employment, or within thirty-one (31) days from the effective date of this Agreement, whichever is later and shall remain members of the Union in good standing as a condition of continued employment. Only those employees in the job classifications set forth in each attached addendum shall be covered by this Agreement.

Section 2: Union Recognition

It is agreed that the signing of this Agreement shall constitute recognition of the Union, and it is further agreed that no member shall be discharged for activity in representing the Union.

Section 3: Union Security

The Employer agrees within seven (7) days of the date of hiring to notify the Union of the name or names of all persons hired. It shall be the employee's responsibility to keep the Employer informed of his address or telephone number change on forms provided by the Employer.

Section 4: Check-off

The Employer, at the request of the Union, is to deduct from the wages of employees membership dues (and initiation fees) of the Union and promptly transmit such funds to the Union; provided that the Employer has received from each employee, on whose account such deductions are made, a written assignment which shall not be revocable for a period of more than one year, or beyond the termination date of the applicable collective Agreement, whichever occurs sooner.

Section 5: Agency Shop

No provision of this Article shall apply in any state to the extent that it may be prohibited by state law. If under applicable state law additional requirements must be met before any such provision may become effective, such additional requirements shall first be met. If any agency shop clause is permissible in any state where the other provisions of this Article cannot apply, the following agency clause shall prevail:

Section 6: Drive

Effective May 1, 1992, the Company agrees to deduct from the paycheck of all employees covered by this Agreement voluntary contributions to the Local 481 Drive Fund. The Union shall provide the Company with properly executed employee authorizations indicating the amount of employee contribution that is to be deducted from the employee's paycheck on a weekly basis in all weeks worked. The phrase "weeks worked" excludes any week other than a week in which the employee earned a wage. The Company shall transmit to the Local Union 481 Drive Fund, on a monthly basis, a check for the employee(s) for whom deductions were made, the employee's social security number and the amount deducted from that employee's paycheck. The Company shall remit to the Local 481 Drive Fund by the fifteenth (15th) day of the following month all funds for which deductions were made. The Union agrees to indemnify and hold the Company harmless from any and all actions that may result from compliance with this Section.

Section 1: Workweek

The workweek shall consist of four (4) or five (5) consecutive days of ten (10) or eight (8) hours each at the employer's discretion. Lunch periods shall not exceed one-half (1/2) hour.

Section 2: Overtime

Overtime shall be paid for on the basis of time and one-half (1 1/2) the employee's straight time hourly rate for all hours worked in excess of eight (8) hours in any one (1) day or forty (40) hours in any one (1) week. Overtime will be paid on employees who work ten (10) hour shifts after ten (10) hours. Double time (2x) will be paid for all hours worked in excess of twelve (12) in any one (1) day and for hours worked in excess of eight (8) on the seventh (7th) consecutive work day of the work week. Overtime shall be assigned by classification, shift, and qualifications. Overtime shall not be paid if an employee, based on his exercise of shift-preference, is required to work six consecutive days during the annual January bid time. The regular scheduled day shift shall start not earlier than 5:00 a.m. and end not later than 6:00 p.m. The second shift will commence no earlier than 2:30 p.m. The third shift will start no earlier than 11:00 p.m. No shift premium shall be paid for work performed between these hours on a regularly scheduled day shift.

Section 3: Report by Schedule

All employees scheduled to report to work by the Employer and who work less than eight (8) hours shall receive not less than a full eight (8) hours pay as a minimum day but only from the regular scheduled starting time. An employee's request to take time off can only be granted if approved by the Employer.

Section 4: Call In

Any employee ordered to and reporting for work ninety (90) minutes prior to the start of his/her shift will be paid at time and one half (1 1/2) for all hours worked prior to the beginning of their regularly scheduled shift. Any employee ordered to and reporting for work for more than ninety (90) minutes prior to the start of his/her shift will be paid a guarantee of four (4) hours. The sixth (6th) and seventh (7th) day shall be a guaranteed of a minimum of four (4) hours at (1 1/2) times or actual time worked.

When an emergency "call back" occurs, the employee called shall be paid at one and one half (1 1/2) times the regular rate for the classification of work performed. This is not to be considered part of a split shift. This applies to an employee called to work on his normal day off. No pyramiding of overtime on multiple calls within a 4-hour period.

Section 5: Work in Other Classifications

When an employee is requested to do work in a higher rated classification other than for training and such work requires less than two (2) hours he/she shall receive his regular rate of pay. If an employee works more than two (2) hours he/she shall receive the higher rate of pay for the entire day in which such work is performed. When an employee is requested to work in a lower rated classification, he/she shall receive the regular rate for all work performed.

Section 6: Shagger

A Shagger, otherwise known as the Employer's non-union transfer driver, is not to perform work on mechanical equipment.

Section 7: Job Posting

All job openings are to be posted on bulletin board.

Section 8: Work in Progress

If, at shift end, a work assignment is in progress, employees may complete their job assignment with prior approval from management. If the employee is unable (for good cause) to complete his assignment, then the next employee, based on his seniority, ability, and experience, will be assigned. Work in progress will be limited to approximately one (1) hour. All assignments will be approved in advance by management.

Section 9: On Call Duty

Management shall establish a list from among qualified bidders who shall then be assigned to cover required road calls. Should the number of bidders be insufficient to provide such coverage, the Employer reserves the right to assign the least senior qualified employee(s). Employees so assigned may not refuse to accept such scheduling and shall be given specific time schedules they are to be available.

Employees will be paid only for work performed under this Section in accordance with the following:

On Call Premium: Employees assigned as the on-call technician will receive a weekly premium of:

• $360.00 – Year 1 (after May 1, 2024)
• $375.00 – Effective 5/1/2025
• $390.00 – Effective 5/1/2026

Guaranteed Hours: For the first (1st) call responded to during the on-call period, a minimum of four (4) hours shall be guaranteed at the current rate shown below. For each subsequent call thereafter, a minimum of two (2) hours shall be guaranteed at the current rates shown below, there will be no pyramiding of pay.

• T4 Employees: $66.88 per hour (Effective 5/1/2024); $69.88 per hour (Effective 5/1/2025); $72.69 per hour (Effective 5/1/2026)
• T3 Employees: $59.76 per hour (Effective 5/1/2024); $62.44 per hour (Effective 5/1/2025); $64.93 per hour (Effective 5/1/2026)

For purposes of this section, "time worked" means from the time the phone message is taken by the technician to the time the technician returns to his/her home. All premiums to which an employee is otherwise entitled to under the terms of this agreement will continue to be paid for on-call hours worked. Until the Company is able to put the new on call and call in pay process in place, as outlined above, on call and call in compensation will remain the same as is currently, retroactive to May 1, 2024.

Section 10: Mandatory Overtime

When an employee reports to work for his/her shift and notifies the supervisor at that time that he/she will not be able to work overtime beyond his/her shift, then forced overtime, if necessary, will exclude that employee, unless said employee is the only qualified available person.

Section 1: Eligibility and Qualifications

The following holidays shall be paid at the employee's basic rate, including shift premium, when not worked, irrespective of the day on which they fall:

• New Year's Day
• Memorial Day
• Fourth of July
• Labor Day
• Thanksgiving Day
• Day After Thanksgiving Day
• Christmas Day
• Veteran's Day (for employees who are U.S. Veterans. An employee must submit their DD214 upon request)

Any employee working on the above-mentioned holidays shall be paid an additional one and one half (1 1/2) day's pay of not less than eight (8) hours at the employee's regular rate of pay, including shift premium.

When any of the above holidays fall on Sunday, the day observed by the state or nation shall be considered as the holiday. In the event a holiday falls during the employee's vacation, the employee shall receive an additional day off with pay or an additional day's pay.

In order to be eligible for holiday pay when no work is performed, an employee must be available for work on his last scheduled work day immediately prior to a holiday and on his first scheduled work day immediately following the holiday unless the employee can show justifiable excuse to his Employer and the Union. Any employee who is laid off or discharged at the end of his workweek shall receive pay for any holiday that falls on the first day of the employee's shift the following week.

When a holiday falls on an employee's first scheduled day off, the holiday shall be observed the previous work day, and if it falls on the employee's second scheduled day off, the holiday shall be observed on the following workday.

Section 2: Holiday Bid

When a shop is open on a holiday as indicated in Section 1(a), employees will be allowed to bid on the work by seniority (location and classification). In the event no one bids to work, the junior, most qualified employee by location seniority will be required to work. If the employee refuses or does not work, the employee will not be paid for the holiday.

Section 1: Eligibility and Pro-Rata

An employee with one (1) year of continuous service shall, on his yearly anniversary date of hire, receive, with pay, ten (10) days vacation for one (1) year of service: fifteen (15) days for two (2) years of service; twenty (20) days for five (5) years of service, twenty five (25) days for fifteen (15) years of service and thirty (30) days for twenty-five (25) years of service.

All employees covered by this Agreement whose services terminate for any reason shall receive prorated vacation with pay for those months for which no vacation has been paid on the following basis: employees who have completed more than six (6) months and less than one (1) year of employment, one-twelfth (1/12) of two (2) weeks wage, exclusive of overtime for each completed calendar month of employment; employees who have completed one (1) year and less than five (5) years of employment, one-twelfth (1/12) of three (3) weeks wages, exclusive of overtime, for each completed calendar month employment; employees who have completed more than five (5) years of employment and less than fifteen (15) years of employment one-twelfth (1/12) of four (4) week's wages, exclusive of overtime, for each completed calendar month of employment; employees who have completed more than fifteen (15) years of employment and less that twenty-five (25) years of employment, one-twelfth (1/12) of five (5) weeks wages, exclusive of overtime, for each completed calendar month of employment; and employees who have completed more than twenty-five (25) years of employment, one twelfth (1/12) of six (6) weeks wages, exclusive of overtime, for each completed calendar month of employment.

The parties to this Agreement, on behalf of all employees, waive all rights under Labor Code Section 227.3, including, but not limited to, those related to the accrual, caps on accrual, and/or payout of vacation, pro rata or otherwise, upon separation from employment. Accrual, caps on accrual, and payout of vacation shall be pursuant to this contract only.

Section 2

Vacation pay shall be calculated on the basis of an employee's straight time hourly wage including shift premium and leadman pay if applicable.

Section 3

Vacation assignments shall be made at the time most desired by the employees, with consideration of the orderly and efficient operation of the business, whenever practicable, according to seniority at the location. The vacation schedule shall be posted annually as of November 1st, and employees shall exercise their choice by bidding in seniority. The list shall be closed as of December 15th, and subsequent changes shall be made only by permission of the Employer. At least two (2) weeks advance notice of vacations shall be given each employee. Employees shall be required to submit vacation bids within three (3) working days of posting.

Vacation may be taken in one (1) day increments, such single day requests must be submitted at least five (5) working days in advance, with mutual agreement between the Employer and employee, which will not be unduly withheld. Approvals will be granted on a first-come, first-serve basis. Final approval will be granted in 3 working days or less and once approved, may not be withdrawn or changed. It will be the responsibility of the employee to verify scheduled vacation with their supervisor prior to taking the time off.

Section 4

It is understood that the scheduling of vacations will be by mutual agreement between the Employer and employee. It is the intent of the Employer to schedule a minimum of one (1) employee per shift to take vacation where practical based upon operation requirements. It will be the responsibility of the employee to verify scheduled vacation with their supervisor prior to taking the time off.

Section 5

Any employee unable to take his/her scheduled vacation due to Employer's request will not lose his/her vacation time. Employees may elect to take pay in lieu of vacations for all weeks in excess of forty (40) hours. Employees must request payment in either May or November. The Employer will only pay in forty (40) hour increments. Earned vacation time not taken or cashed out shall be permitted to carry over from year to year, but the amount of vacation will be capped at double the annual allocation. Annually in November, employees who have exceeded the annual allocation will receive compensation for any hours in excess of the annual allocation.

Section 1: Health and Welfare

Effective May 1, 2024, the Employer agrees to pay $1,461 per month to the San Diego County Teamsters-Employers Insurance Trust Fund on behalf of each employee covered by this Agreement to provide hospital, medical and life insurance coverage in the Trust Plan known as Plan B. The employer agrees to pay the entire cost thereof, and should the cost of maintaining the existing benefits increase above the rates indicated above, the Employer shall pay such increases. Thereafter, and for all new employees, the monthly payment shall be made for each employee on the first day of each month provided that the employee has worked or been compensated for a minimum of eighty (80) hours in the previous calendar month.

Section 2: Dental Coverage

Effective May 1, 2024, the Employer agrees to pay $46.75 per month to the San Diego County Teamsters-Employers Insurance Trust Fund on behalf of each employee covered by this Agreement to provide dental insurance coverage as per the scheduled of benefits established by the San Diego County Teamsters-Employers Insurance Trust, known as Plan 1-Composite. The Employer agrees to pay the entire cost thereof, and should the cost of maintaining the existing benefits increase above the rates indicated above, the Employer shall pay such increases. Thereafter, and for all new employees, the monthly payment shall be made for each employee on the first day of each month provided that the employee has worked or been compensated for a minimum of eighty (80) hours in the previous calendar month.

Section 3: Prescription Drug

Effective May 1, 2024, the Employer agrees to pay $132.25 per month to the San Diego County Teamsters-Employers Insurance Trust Fund on behalf of each employee covered by this Agreement to provide prescription drug insurance coverage as per the schedule of benefits established by San Diego County Teamsters-Employers Insurance Trust known as Plan 1. The Employer agrees to pay the entire cost thereof, and should the cost of maintaining the existing benefits increase above the rates indicated above, the Employer shall pay such increases. Thereafter, and for all new employees, the monthly payment shall be made for each employee on the first day of each month provided that the employee has worked or been compensated for a minimum of eighty (80) hours in the previous calendar month.

Section 4: Vision Coverage

Effective May 1, 2024, the Employer agrees to pay $11.50 per month to the San Diego County Teamsters-Employers Insurance Trust Fund on behalf of each employee covered by this Agreement to provide vision insurance coverage as per the schedule of benefits composite established by the San Diego County Teamsters-Employers Insurance Trust. The Employer agrees to pay the entire cost thereof and, should the cost of maintaining the existing benefits increase above the rates indicated above, the Employer shall pay such increases. Thereafter, and for all new employees, the monthly payment shall be made for each employee on the first day of each month provided that the employee has worked or been compensated for a minimum of eighty (80) hours in the previous calendar month.

Section 5

The parties hereto agree to accept and execute such "Acceptance of Trust Documents" as may be required for participation in each Trust and such payments shall be made in accordance with the provisions established by the Joint Board of Trustees.

Section 6

Current total cost is $1,651.50 per month. Caps on future insurance benefits increases as follows: up to 6% per benefit year, beginning with February 2012 billing, and each consecutive year thereafter of the Agreement. (Note: The February billing is based upon the previous January hours reported.) Current employee co-pay is $247.73 per month. Any increases to benefits above the stated "caps" shall be split 50/50 between employee and Employer. Effective February 1, 2022, the total cost of the above-described benefits shall be borne by the parties as follows: Employer: eighty-five percent (85%) of the full premium. Employee: fifteen percent (15%) of the full premium. The 85/15 cost sharing of the full premiums, including any increases thereto, will be continued over the term of the Agreement.

Section 1

During the life of this Agreement, no strikes or work stoppages shall be caused or sanctioned by the Union, and no lockouts shall be entered upon by the Employer. Any action of the Employer in closing his stations during a general strike, riot, or civil commotion, for the protection of his station and property, shall not be deemed a lockout.

Section 2

It shall not be a violation of this Agreement, and it shall not be cause for discharge or disciplinary action in the event an employee refuses to go through a sanctioned picket line of a Union. Nor shall the exercise of any rights permitted by the law be in violation of this contract.

Section 3

In the event the Employer becomes involved in a controversy with any other Union, the Union will do all in its power to help effect a fair settlement.

Section 1

The Employer will not discharge or suspend any employee without just cause and shall give at least two (2) warnings of the complaint against such employee in writing to the Union and the employee before the employee is discharged or suspended for a repetition of same complaint. Such notices shall expire after one (1) year; with the exception of notices for safety infractions which will expire after fifteen (15) months. In order to be considered valid, warning letters must be received by the involved employee within fifteen (15) calendar days of the date of discovery of the alleged violation. Reasonable exceptions to this may be granted by the Union as long as the Company requests for an extension prior to the fifteen (15) calendar day limit. Exceptions will not be unreasonably requested nor withheld. Discharge or suspension must be by proper written notice to the employee affected with a copy sent to the Union.

No warning notice need be given in the case of: dishonesty, being under the influence of narcotics or intoxicating beverages or drinking the latter while on duty, failure to immediately report any accident which has resulted in personal injury or property damage, failure to report any license suspension on the first shift of work following the suspension, driving a Company vehicle with a suspended license, permitting unauthorized persons to ride in the Employer's vehicle, willful destruction of property of the Employer, theft, becoming involved in a motor vehicle accident while driving the Employer's vehicle as a result of negligence or recklessness, reckless operation of a vehicle on or off the property, gross disobedience, using an Employer's vehicle for personal use without permission, fighting, verbal abuse of customers, proven falsification of employment application or other employer records, violation of safety policies or horseplay, if such action results in injury to the employee or another individual or property damage or for conflict of interest as per Article 15, unlawful harassment, including but not limited to sexual harassment, may warrant immediate termination, given the factual circumstances, testing positive for controlled substances as defined by the Company's Drug and Alcohol Policy.

Section 2

An employee may request an investigation of his discharge or suspension or any warning notice and the Union shall have the right to protest any such discharge, suspension, or warning notice. Any such protest shall be presented to the Employer in writing within ten (10) days, exclusive of Saturdays, Sundays, and holidays after the discharge, suspension, or warning notice, and, if not presented within such period, the right of protest shall be waived. A copy of any such protest shall be given to the Local Union. Upon the filing of such protest, it shall be referred immediately to the grievance committee as provided in this Agreement.

Section 3

The Employer shall give to a discharged employee a written notice of termination and, at the same time, send a copy to the Local Union. The parties mutually agree that Article 10 (Grievance Procedure) of this Agreement must be posted in a conspicuous place in the Employer's stations in order for it to be effective.

Step 1

An employee believing he had cause for grievance may, within seven (7) working days, discuss the matter directly with his supervisor or he may take it up with his shop steward and supervisor. Every effort will be made at this time to resolve said grievance.

Step 2

In the event the grievance is not satisfactorily resolved in Step 1, the shop steward shall, within seven (7) working days from the initial oral discussion, submit a written grievance to the Maintenance Manager. The grievance shall be dated and signed by the employee and shop steward. The Maintenance Manager shall answer the complaint within seven (7) working days.

Step 3

In the event the grievance is not satisfactorily resolved in Step 2, the written grievance may be appealed to the Director of Operations and the Business Representative of the Union. The Director of Operations shall review the alleged grievance and offer a decision within seven (7) working days after receipt of said grievance unless the time limit is extended by mutual consent. If settlement of the disputed matter is not resolved at this step, then the parties may proceed to a Joint Arbitration Committee. The Union will have thirty (30) calendar days to advance the grievance, or the matter will be considered withdrawn. Warning letters shall not be referred to the Joint Arbitration Committee or any further steps of the Grievance Procedure unless said warning letter is relied upon to support a subsequent and timely suspension or discharge. Employees must file timely grievances on warning notices as provided for in this agreement in order for the Joint Arbitration Committee or other neutral entity to adjudicate them.

Step 4

The Joint Arbitration Committee shall be set up by the Employer and the Union, each having an equal representation, two each. Members on the committee will be persons who have not been directly involved in or a subject of the dispute. They shall settle all grievances and disagreements presented to them by majority vote. All decisions of the Committee shall be final except when a majority decision cannot be reached. Then, in such case, the matter may be referred to formal mediation if agreed to by both parties.

Step 5

If the grievance is not settled in Step 4, the parties, may appoint a Mediator from the California Mediation and Conciliation Service to hear the dispute and make a recommendation. Such recommendation of the Mediator shall be final and binding upon both parties. If either party prefers not to mediate the dispute, the grievance will be submitted directly to arbitration in accordance with the provisions in Step 6.

Step 6

If no agreement is reached within seven (7) working days as set forth in the third step above, either party hereto may submit the matter to the Board of Arbitration by serving written notice on the other party within fourteen (14) calendar days of their intention to arbitrate. Such letter shall state the issues to be arbitrated and the remedy sought. Each party shall name one arbitrator and these two shall name the third impartial arbitrator. If they cannot agree on the third party, they shall jointly petition the Federal Mediation Service to supply a panel of arbitrators and an impartial arbitrator shall be selected therefrom. The timelines in all Steps listed above may be extended by mutual consent. Each party shall pay one-half of the fees and expenses of the Arbitrator and of the cost of the hearing room. Each party shall pay the fees and expenses of its own witnesses and representatives. The party ordering any stenographic service shall pay for it, except that if both parties desire such service, then the cost shall be borne equally. The function of the Arbitrator shall be of a judicial rather than a legislative nature. He shall not have the power to add to, ignore, or modify any of the terms and conditions of this Agreement. His decision shall not go beyond what is necessary for the application of the provisions of this Agreement. No decision shall decide issues not directly involved in the case. The decision of the Arbitrator shall be final and binding on both parties. No grievance settlement shall be applied retroactive to the date more than thirty (30) calendar days prior to the date that the grievance was originally presented.

Section 1: Definition

Bargaining unit seniority is defined as the last date of hire/transfer into Local 481's jurisdiction. Shop seniority is defined as the length of continuous employment in a given location. Classification seniority is defined as the length of continuous employment in the current job classification.

Section 2: Seniority

An annual list of employees covered by this Article arranged in the order of their seniority shall be posted in a conspicuous place at the place of employment. Such lists shall be kept current and copies shall be available to the Union upon request. However, up to thirty (30) days after the posting, an employee who believes there is a controversy of his seniority standing on such list shall submit his complaint through the Grievance Procedure. If no controversy exists after thirty (30) days of the posting of the seniority list, the list shall be deemed established.

Section 3: Seniority Broken

Seniority shall be broken by (a) discharge for cause, (b) a resignation or quit, (c) absence from work for any reason equal to an employee's length of company service with a maximum of twelve (12) months, or (d) retirement.

Section 4: Seniority and Leave of Absence

A leave of absence granted by the Employer shall not interrupt the continuity of seniority, providing the employee on such leave does not take another job.

Section 5: Prior Written Notice

All employees are to be given written notice, or notice posted on a bulletin board, of impending layoffs not later than the end of the last shift worked prior to the commencement of such layoffs.

Section 6: Layoffs

In the event of layoff, location seniority and classification seniority shall prevail. Employees shall be laid off by inverted shop classification seniority at the affected location. The displaced employee may bump a junior employee in that classification within the entire bargaining unit or may bump a junior employee in a lower classification if qualified to perform the job. When an employee exercises the right to bump into a lower classification, the employee will adhere to that classification for pay and rights under this Agreement. Management will not subcontract work exclusively performed by bargaining unit employees that will result in the layoff or displacement of bargaining unit employees.

Section 7: Recall

In the event of a layoff, an employee so laid off shall be given ten (10) days notice of recall.

Section 8: Assignments

Management will observe shift preference according to seniority and, so far as practical, will observe seniority in vacation assignments and days off, but seniority will not be permitted to interfere with the efficiency of operations.

Section 9: Miscellaneous

Seniority shall be applied by classifications to starting time, shift preference, workweek, shift overtime, work on premium days, vacation periods and days off. It is agreed the above does not apply to new hires who can work their first thirty (30) days on the day shift and five (5) days following the thirty (30) days employment if a senior employee requests the day shift, the new hire will be transferred. Seniority shall be applied in bidding for job openings. All job openings will be posted for bid when openings occur. The senior, most qualified employee, based on ability and experience, by location, will be given the opportunity to bid for the opening. If the job is not filled, it will be open for bid district-wide with the senior most qualified employee based on ability and experience selected. Once each year, on October 1st, shifts will be open for bid by location and classification, to be effective on January 1st. The senior, most qualified employees will be eligible to fill the openings. Shift bids are to be submitted within three (3) working days of posting. The senior qualified employee in any classification shall be given first opportunity for higher rated jobs, if qualified. Any time a higher rated employee is asked to work on a lower rated job, he shall suffer no reduction in pay. Employees may be requested to report for employment at any shop where work is available within the district. The Company will notify employees before the end of the shift where to report. If an opening is created by the bidding procedure outlined above, it will be bid on a one-time basis by location seniority. A bid to an opening may be rejected by the Employer upon review, provided the Employer has justifiable business or customer service issues. This is subject to the grievance procedure. In the event that more than one employee has the same length of continuous service in the current classification at the current location, the tie shall be broken by reference to the following, in order of comparison: birth date (first - earliest day, second - month and third - calendar year).

Section 10

Any employee promoted into a management position from the shop will lose his/her seniority after one hundred eighty (180) consecutive days in the management position.

Section 11

Any employee transferring from one location to another will fall to the bottom of the seniority list in the receiving location. Seniority shall be lost in the location from which an employee transfers. In other words, a transferred employee would lose shop seniority, but not Company seniority as it applies to length of vacation time and the retirement plan.

Section 12: Probationary Period

Employees will be on probation the first ninety (90) working days of full-time and part-time employment during which time such employees shall work under the provisions of this Agreement, but may be discharged at the sole discretion of management for any reason not prescribed by law without recourse to the grievance procedure. The probationary period shall be extended by the number of days that the employee is absent from work because of sickness, accident, injury or layoff for lack of work and/or leave of absence. After ninety (90) working days of employment, the employee will be placed on the regular seniority list, retroactive to his most recent date of hire. Further, part-time employees will be required to complete another probationary period of ninety (90) working days if and when they become full-time employees.

Section 1a: Leadman

Service Leadman, when and if designated by the Employer at the Employer's option, shall receive two dollars ($2.00) per hour over the base rate. This premium shall be paid to an employee working alone at a standalone shop location. Leadmen will continue to work as directed, make work assignments and provide direction to other employees. Leadman will not assume managerial functions such as hiring, firing or disciplining other hourly employees.

Reefer: $1.00 per hour over the base rate. CATT: $1.00 per hour over the base rate. In order to receive the Reefer premium pay, a tech must be assigned to work on refrigeration components regularly in addition to being certified & qualified. In order to receive CATT premium pay, a tech must be CATT certified & qualified.

Section 1b: Mobile Service Truck

The Employer agrees to pay a premium of two dollars ($2.00) per hour over his base rate for dedicated mobile service truck employees. The mobile service truck assignment will be filled by Tech 3 or Tech 4 classifications.

Section 1c: Road Calls

Road calls during normal operating hours will primarily be assigned to Tech 3 or Tech 4 employees exclusive of tire road calls. Management may, as business needs dictate, send qualified T2s on road calls.

Section 1d: Off-site Technicians

Technicians assigned to work on a customer's lot will be paid a premium of two dollars ($2.00) per hour over their base rate of pay for their entire shift, for any work performed off-site for two (2) or more hours. An off-site technician is defined as an employee who clocks-in at a main Ryder facility, then is assigned work outside said facility.

Section 2: Uniforms

The Employer agrees that if any employee is required to wear any kind of uniform as a condition of his continued employment or when necessary as protection to the employee because of the nature of the work performed, such uniforms shall be furnished and maintained by the Employer at no cost to the employee, providing the uniform is worn in the prescribed manner. The employee will be held responsible for these items except for normal wear and tear.

The Employer will provide eleven (11) clean uniforms each ten (10) days or a maximum of five (5) per workweek.

Each employee shall be provided a voucher (or will be reimbursed upon receipt) the amount of two hundred twenty-five ($225.00) dollars, each year, for work shoes or boots, and/or footbeds, that shall be replaced as necessary due to wear. Reimbursement will only be made for shoes or boots that comply with Ryder policy.

Section 3: Work Equipment

The Employer agrees to furnish the following equipment to employees if such equipment is necessary for the performance of the employee's work: rain gear, rubber boots, rubber aprons, gloves, goggles, masks, shop rags and shop tools 3/4-inch drive and up or the metric equivalent (no mechanical tools), and protective clothing necessary for the employee's health.

The Company shall maintain and repair air tools for the term of the Agreement.

The above equipment shall be used or worn in the manner prescribed by the Employer, and the employees will be held responsible for these items except for normal wear and tear.

Section 4: Work and Lunch Breaks

It is agreed and understood that work breaks shall consist of two (2) breaks, fifteen (15) minutes each, and, if possible, shall be uninterrupted. Lunch breaks will be assigned by Management to allow for minimal interruptions. No employee shall be required to perform any work once he begins his lunch or break, except during a bona fide emergency.

Section 5: Physical Examinations

If the Employer requests the employee to take a physical examination, the Employer must bear the cost of said examination and must compensate the employee for work time lost. New applicants required to take physical examination before being employed will not be compensated for his time, but the full cost of the physical examination must be borne by the Employer.

Section 6: Responsibility

Employees shall not be responsible for damaged, lost, or stolen property except in a case of proven negligence or failure to follow the Employer's instructions.

Section 7: Compensatory Injuries

In case of compensatory injuries under the Workers' Compensation Act where the employee is able to continue on the job but is required to visit a doctor for treatment upon his order, such employee shall be allowed a maximum of two (2) hours for each doctor's visit without a deduction in pay.

Section 8: Jury Duty

Employees who are called for examination for jury duty and/or to serve as jurors shall be paid the difference between any jury pay received and the amount of wages lost as a result of such call of service. The employees shall return to work promptly after being released from Jury examination or service. Employees will be required to return to work if they are not called for duty or if they are placed on an "on call" status. Night shift employees who serve on jury duty shall be assigned to the day shift, for the period they serve at no reduction in pay.

Section 9: Drug Policy

Employees covered under this Agreement will be covered under the Ryder Drug and Alcohol Policy as amended from time to time, and Federal and State regulations, D.O.T. regulations, and any mutually agreed upon changes. Employees have the right to request the Union employee assistance program at any time up to the time they are required to take a drug test.

Section 10: Training and Qualifications

1. Employees are encouraged to provide, in writing or electronically, their desire for training to the Service Manager. It is understood that certain employee training is required under the Ryder Maintenance Training and Qualification Program. When an employee misses both scheduled days off in the work week, the employee will be provided at least one (1) day off, either prior to or subsequent to his/her return from training.
2. If necessary and connected with training, an employee who must stay overnight shall be provided lodging at the Company's expense. Lodging and meal per diems shall be given in advance.
3. Night shift employees who are scheduled for training at an alternate location will be given a minimum of twelve (12) hours from work shift end to the commencement of training with no loss of pay. However, employees who are scheduled to attend training can have their weekly schedule modified as long as the Company provides notice no later than 5pm on the Thursday of the prior week. With appropriate prior notice, employees can be scheduled during day shift for the day(s) prior the training session. If appropriate notice is not given, then employees who have their schedule modified at the last minute will receive overtime at the rate of 1.5 times their straight time hourly rate for time worked the day prior to the training.
4. Any employee who is assigned to train a newly hired or lesser-rated employee will receive an additional twenty-five (25) cents per hour.
5. EV/Hybrid: The parties agree to bargain and implement the EV/Hybrid wage standards for each classification represented in the bargaining unit, once the standards have been developed, employee(s) have been certified and they perform the EV/Hybrid work.

Section 11: Non-Discrimination

The Employer and the Union will not discriminate either directly or indirectly, nor will they permit any of their agents, members, or representatives to discriminate against any employee with regard to race, color, sex, religion, national origin, marital status, handicap, age or Vietnam era and disabled veteran status.

Section 12: Vehicular License

Bargaining unit employees must have a valid Commercial Driver License (CDL) if they are required to road test or drive vehicles on public roads. Management will designate, recognizing seniority, a minimum of two (2) employees per shift who must have a Class A CDL. However, at a minimum, all employees must have a valid driver's license. The Employer has the right to inspect the license of employees and will annually request a copy of the Motor Vehicle Record of each employee. Seniority employees, as of the date of ratification of this Agreement, who present valid medical restrictions prohibiting them from obtaining a CDL, shall not suffer loss of seniority rights. Management will continue its past practice of payment for licenses and physicals for seniority employees on roll as of the date of ratification.

Section 13: Family Leave

The Company agrees to comply with the Federal Family Leave Act of 1993 and the Family Leave Act as enacted by the State of California, which provides for: all employees shall be entitled up to a maximum of twelve (12) weeks of unpaid leave during any twelve (12) month period for the following reasons:

1. The birth of a child;
2. The adoption, or placement for foster care of a child;
3. To care for a spouse, child, or parent of the employee due to a serious health condition;
4. A serious health condition of the employee.

The employee's seniority rights shall continue as if the employee had not taken leave under this section, and the Employer will maintain health insurance coverage during the period of the leave. The Employer may require the employee to substitute accrued paid vacation, or other paid leave, for part of the twelve (12) week leave period. The employee is required to provide the Employer with at least thirty (30) days advance notice before FMLA leave begins if the need for leave is foreseeable.

Section 14: Health and Safety

The Employer, Union, and employees agree to make every reasonable provision for the safety and health of the work force while at work, to abide by applicable federal, state, county, and city laws as well as corporate policies. Management will provide protective equipment as required by such laws or policies. Nothing in this Agreement relating to health, safety, or training rules or regulations shall create or be construed to create any liability or responsibility on behalf of the Union for any injury or accident to any employee or any other person nor does the Union assume any such liability or responsibility.

Section 15: Part-Time Employees

The Employer may utilize part-time employees, as needed, provided part-time employees will be laid off before any full-time employees are adversely affected and further part-time employees will work only in service grade categories.

1. Wages for part-time employees are as provided in this Agreement.
2. Part-time employees are to be used only to supplement the regular workforce, and will not be individually scheduled more than twenty hours per week.
3. Part-time employees will be required to comply with the Union's membership and dues requirements for part-time employees.
4. Part-time employees will not be scheduled in tandem resulting in the denial of a regular full-time vacancy.
5. Part-time employees will be paid at the rate of the minimum wage.
6. Part-time employees are not eligible for pro-rata vacation or holiday benefits unless regularly scheduled five days per week.
7. Part-time employees shall acquire and maintain seniority, as defined under Article 11 on a separate casual seniority roster and shall be placed on the full-time seniority roster and begin to acquire full-time seniority on the first (1st) date of employment as a full time employee.
8. To be considered for promotion to full-time status, part-time employees must meet the qualifications for the open position. The senior qualified part-time employee who bids will be selected for the open position.

Section 1: Legislation

If any provision of this Agreement is or becomes invalid under any court ruling or federal or state law, ruling, or regulation, then such provision shall be modified to comply with its requirements or shall be renegotiated for the purpose of adequate replacement if possible and legal. If such negotiations shall not result in mutually satisfactory agreement within sixty (60) days, either party shall be permitted all legal or economic recourse only on the items in renegotiations.

Section 2

Nothing contained in this Agreement shall be construed so as to require the Employer to violate any applicable law.

Section 1

It is agreed and understood that the above written provisions are binding upon the Employer and the Union unless otherwise modified in the attached addendum in which event the provision of the addendum will take precedence.

Section 2

This Agreement shall be effective May 1, 2024, and remain in full force and effect until April 30, 2027, and shall be considered as renewed from year to year thereafter unless either party hereto shall give written notice to the other party of their desire to amend same and such notice must be given at least sixty (60) days prior to April 30, 2027, during which time changes, if any, shall be negotiated.

Tech-1 (TE01)

1. This category is normally used as a hiring range for the individual with limited mechanic experience but who possesses an aptitude or potential to learn the mechanic trade. This individual will assist higher grades in the performance of their duties and shall not be allowed to work without mechanical supervision. A TE01 may petition for a performance review for promotion to TE02 after six (6) months in the classification and every six (6) months thereafter. Employees must be able to demonstrate the skill and knowledge required of the TE02 classification before they are promoted.
2. Qualifications (education and experience): These classes will be offered and must be completed within one year of obtaining the position: PM trained and qualified (PM298), tire & wheel safety trained (TW298), HD electrical trained (DR208), SBT III Basic.

Tech-II (TE02): T2 Technician

1. Function (Department Role)

The Technician performs identified repairs and routine maintenance under little or no supervision. The T2 Technician must be assigned to work/train directly with a T3 or T4 when working in a higher classification, which they do not possess the skill to perform independently. Key roles include all technician tasks including, but not limited to the following:

• Works in accordance with all federal and corporate compliance guidelines as identified in the Ryder Maintenance Manual and Safety Health and Security policies (i.e., safety, DOT).
• Performs all tasks in lower classifications.
• Interacts regularly with internal and external customers.
• Performs component identification and identified repairs.
• Performs preventive maintenance.
• Road tests vehicles to ensure quality of repairs and to identify cause of complaints for T2 repairs.
• Utilizes key functions of Shop Management System and electronic documentation available.
• Retrieves information to determine mechanical and electronic problems, utilizing Service Bay Tool (SBT).
• Review fault codes and report appropriately.
• Interacts with customers to properly determine nature of complaint.
• Performs other related duties as assigned.

2. Purpose (End Results)

This position performs identified maintenance and repair services on different types of vehicles. Task assignments are directed by shop management to encourage development in a productive manner.

3. Qualifications (Education and Experience)

• High school diploma or its equivalent required.
• Post-secondary vocational education strongly preferred.
• Must have valid Commercial Driver's License.
• Ability to understand and adhere to Company policies in all areas.
• Ability to complete repair orders with the Company established systems.
• Must have or meet federal PM certification requirements through any combination of classroom training or work experience totaling 1 year.
• Possess state license as required.
• Must obtain/maintain PM 298 Training/Qualification, BH 298 Training/Qualification, BA 298 Training/Qualification, and TW 298 Training/Qualification, HD Electrical Trained (DR208), and SBT III Basic.
• Effective interpersonal communication skills.

4. Major Activities

• Skill Area: A/C & Heater – operate the system, recognize if cooling or not, perform basic system checks, identify Freon and oil leaks.
• Skill Area: Brakes-Air – identify components, operate brakes, perform simple tests, measure lining thickness, adjust brakes, perform air brake sections of P.M., measure drums, rotors, cam bushings, perform brake repairs per BA 298 once trained and qualified.
• Skill Area: Brakes-Hydraulic – road test, inspect for leaks, check park brake operation, check fluid level, measure lining thickness, adjust service brakes, perform brake repairs per BH 298 once trained and qualified, adjust park brakes.
• Skill Area: Cargo Handling/Transfer, Liftgates – identify leaks, operate lift gate, identify make and model, add fluid, make minor adjustments, identify basic malfunctions.
• Skill Area: Charging Systems (electrical) – inspect batteries, clean connections, check belts, test batteries, replace and adjust belts, perform basic charging system check.
• Skill Area: Clutch – lubricate throw-out bearing and linkage, identify proper clutch operation and clutch brake operation.
• Skill Area: Cooling Systems – check and adjust coolant levels, inspect for leaks, make minor repairs, recognize antifreeze requirements, use refractometer and pressure tester, flush and refill systems.
• Skill Area: Cranking System (electrical) – inspect and test batteries, inspect cables and cranking motor, clean connections, replace batteries, charge and check batteries, replace or repair defective cables.
• Skill Area: Lighting System and Electrical Accessories – repair minor wiring problems, replace bulbs and lenses, install or replace accessories such as heated mirrors, fans, spotlights.
• Skill Area: Drive Axles – inspect housings for leaks, change oil and filter, clean breathers.
• Skill Area: Driveline – lubricate drive line, inspect components for wear or damage.
• Skill Area: Gas Engines – check and adjust oil levels, identify unusual noises and oil leaks.
• Skill Area: Fuel Systems – replace and prime fuel filter, check fuel system components for integrity and condition.
• Skill Area: Preventive Maintenance – proper lube techniques, minimal tire inspection, brake check/applied stroke, battery check, under vehicle check/loose components, initial fault code identification, all PMs (PM 298) including C supplements to exclude overheads, engine brake overhauls, DPF servicing, clean doser injector, servicing Arvinmeritor unitized hubs, inspect Lece Neville alternator brushes, inspect modulator system for proper operation, inspect/adjust shift selector cable, pop test Isuzu injectors.
• Skill Area: Steering and Non-driven Axles and Alignment – lubricate fittings, check and adjust fluid levels, check and adjust toe, check steering components for wear, check and adjust trailer axle alignment, adjust wheel bearings including replacement of wheel seal.
• Skill Area: Suspension-Chassis and Cab – identify makes and models, identify normal operation, identify and repair minor air leaks, identify malfunctions of basic nature, broken springs, excessive wear on bushings, etc.
• Skill Area: Tire and Wheel Maintenance – perform air pressure checks, check tread depth, identify tires that need to be changed or repaired, perform tire P.M. checks, replace tire and wheel assemblies, mount/dismount and rotate tires, perform tire/wheel checks/repairs per TW298.
• Skill Area: Vehicle Coupling System (PM) – lubricate fifth wheel plate and slider mechanism, operate slider mechanism.
• Specification of Job – must have a valid driver's license/ability to obtain CDL, ability to interact with others, computer literacy preferred, must have high school diploma or equivalent, must have the minimum tools required, must be able to perform all lower classifications, one (1) year experience in transportation maintenance preferred.

Tech-III (TE03): Technician T3

1. Function (Department Role)

• Works in accordance with all federal and corporate compliance guidelines as identified in the Ryder Maintenance Manual and Safety Health and Security policies (i.e., safety, DOT).
• Performs all tasks in lower classifications.
• Road tests vehicles to ensure quality of repairs and to identify cause of complaints.
• Utilizes key functions of Shop Management System and electronic documentation available.
• Diagnoses minor mechanical and electronic problems utilizing diagnostic computer when applicable.
• Identifies root cause of failures/conditions and perform repairs as required.
• Interacts with customers to properly determine nature of complaint once assigned a task.
• Acts as mentor for lesser classified Technicians.
• Performs other related duties as assigned.

2. Purpose (End Results)

Primary purpose of this position is to perform the majority of required maintenance and service on Ryder vehicles with minimal support from others. Works with the assistance of a T4 or Shop Supervisor when performing highly technical and superior diagnostic type repairs. Task assignments are directed by shop management to encourage skill development in a productive manner.

3. Qualifications (Education and Experience)

• High school diploma or its equivalent required.
• Post-secondary vocational education strongly preferred.
• Must have valid Commercial Driver's License.
• Ability to perform all lower classifications.
• Ability to understand and adhere to Company policies in all areas.
• Ability to complete repair orders with the Company established systems.
• Minimum of 2 years experience in transportation vehicle maintenance as a technician with at least 1 year Ryder Technician experience preferred.
• Must have PM, Brake, Tire & Wheel, A/C, Battery Charge & Check, Warranty, Laser Alignment and required CFC 609 Qualification, HD Electrical Trained (DR208), SBT III (SBT220) and SBT Phase 2 and complete a minimum of two (2) OEM on-line engine courses.
• Actively seek and participate in available training to enhance development and value.

4. Major Activities

• Skill Area: A/C, Heater & Refrigeration – perform basic system checks, identify leaks, operate charging equipment, diagnose system leaks, replace related hardware, charge system according to manufacturers specification, meet Federal Refrigeration/AC qualifications.
• Skill Area: Brakes-Air – measure lining thickness, adjust brakes, perform air brake sections of P.M., perform brake overhaul, replace components, has Federal brake mechanic certificate.
• Skill Area: Brakes-Hydraulic – measure lining thickness, adjust service brakes, adjust park brakes, repair or replace parts, bleed brake systems, inspect and replace components, has Federal brake mechanic certificate, must meet federal qualifications of brake mechanic and inspectors (FMCS 396.25).
• Skill Area: Cargo Handling/Transfer, Liftgates – identify make and model, add fluid, make adjustments, identify malfunctions, diagnose mechanical and electrical problems, replace rail cables or cylinders, repair and replace motor and cylinders.
• Skill Area: Charging Systems (electrical) – perform diagnostics, diagnose abnormal components and make repairs.
• Skill Area: Clutch – identify proper clutch operation, adjust hydraulic or mechanical clutches, remove and replace clutch components.
• Skill Area: Cooling Systems – flush and refill systems, diagnose overheating problems, rebuild fan hubs, repair and replace radiators, diagnose and repair all cooling system components.
• Skill Area: Cranking System (electrical) – inspect and test batteries, clean connections, replace batteries, diagnose and repair cranking system including replacement of components.
• Skill Area: Lighting System and Electrical Accessories – evaluate configuration, diagnose difficult problems, replace wiring looms or circuit breaker panels, replace entire lighting circuits.
• Skill Area: Drive Axles – inspect housings, change oil, diagnose and replace rear axle assemblies.
• Skill Area: Driveline – lubricate, diagnose, repair, and replace parts as necessary.
• Skill Area: Gas & Diesel Engines – check and adjust oil levels, identify noises and leaks, diagnose and replace assemblies with guidance from T4 or Shop Supervisor.
• Skill Area: Fuel Systems – check components, replace fuel pumps and regulators, replace fuel lines, test fuel system pressures.
• Skill Area: Preventive Maintenance – proper lube techniques, minimal tire inspection, brake check/applied stroke, battery check, under vehicle check/loose components, fault code identification, meet Federal PM qualifications.
• Skill Area: Steering and Non-driven Axles and Alignment – check and adjust toe, check steering components, adjust trailer axle alignment, adjust wheel bearings, replace components, check pressure flow of power steering system.
• Skill Area: Suspension-Chassis and Cab – identify and repair air leaks, replace leaf springs, repair sub-assemblies, repair and replace air-ride components, check and adjust leveling valves.
• Skill Area: Tire and Wheel Maintenance – perform tire P.M. checks, repair and replace tire and wheel assemblies, repair and replace tires.
• Skill Area: Vehicle Coupling System (PM) – lubricate fifth wheel plate, operate slider mechanism, make proper adjustments, repair or replace 5th wheels.
• Specification of Job – must be able to perform all lower classifications, must have valid CDL license, required to operate automated shop computers and diagnostic test equipment, two years experience in transportation maintenance preferred, must have PM, Brake, Tire Wheel and required CFC 609 Qualification, must road test vehicles as necessary.

Tech-IV (TE04): Technician T4

1. Function (Department Role)

• Works in accordance with all federal and corporate compliance guidelines (i.e., safety, DOT).
• Participates in yearly location training plans.
• Performs all tasks in lower classifications.
• Coaches/mentors other level technicians.
• Advises technicians at all levels regarding maintenance repair procedures and diagnostics.
• Road tests vehicles to ensure quality of repairs and to identify cause of complaints.
• Diagnoses and repairs mechanical and electronic problems with minimal support, utilizing diagnostic computers/software when applicable.
• Identifies root cause of all failure/conditions and perform repairs with minimal support.
• Interacts with customers to properly determine nature of any complaint with little support.
• Performs other related duties as assigned.

2. Purpose (End Results)

Primary purpose of this position is to perform major and technically difficult diagnostics, repairs, and overhauls/rebuilds in a timely manner, ensuring contractual obligations are met. The T4 works on assignments requiring considerable judgment and initiative. This position mentors other Ryder technicians on a regular basis.

3. Qualifications (Education and Experience)

• High school diploma or its equivalent required.
• Post-secondary vocational education strongly preferred.
• 4+ years experience in transportation maintenance with at least 2 years Ryder experience preferred.
• Must have valid CDL and ability to perform all lesser classifications.
• Ability to understand and adhere to Company policies in all areas.
• Ability to complete repair orders with the Company established systems.
• Must have demonstrated advanced analytical and repair skills in vehicle maintenance.
• Active learner and continually abreast of new product and technological advancements in the industry.
• Takes full advantage of training opportunities to maintain status 608 (Refrigeration) Certified.
• Must have PM, Brake, Tire & Wheel, A/C, Battery Charge & Check, Warranty, and required CFC 609 Qualification, HD Electrical Trained (DR208), SBT III (SBT220) and SBT Phase 2 and complete a minimum of three (3) OEM on-line engine courses.

4. Major Activities

• Skill Area: A/C, Heater & Refrigeration – flush system contaminants, evacuate system, add oil and charge with Freon, run OEM performance tests, utilize electrical schematics, diagnose and repair all systems and related problems, 608 certified.
• Skill Area: Brakes-Air – understand all air brake systems, perform diagnostics, repair or overhaul components, perform brake balance and timing checks, diagnose and repair all systems and related problems.
• Skill Area: Brakes-Hydraulic – diagnose any hydraulic brake problem, rebuild cylinders and calipers, perform failure analysis, diagnose and repair all systems and related problems.
• Skill Area: Cargo Handling/Transfer, Liftgates – perform all mechanical and electrical diagnostics, repair and replace all liftgate components.
• Skill Area: Charging Systems (electrical) – perform full diagnostic charging system including in depth analysis and corrections.
• Skill Area: Clutch – perform failure analysis for premature failure or abuse, diagnose and repair all systems and related problems.
• Skill Area: Cooling Systems – diagnose all fan clutch types, diagnose all control systems, rebuild fan clutches, diagnose and repair all systems and related problems.
• Skill Area: Cranking System (electrical) – perform in depth analysis and make corrections, diagnose and repair all systems and related problems.
• Skill Area: Lighting System and Electrical Accessories – evaluate lighting system configuration, diagnose and repair difficult problems, replace entire lighting circuits.
• Skill Area: Drive Axles – inspect housings, change oil, perform diagnostics and major repairs as required.
• Skill Area: Driveline – lubricate, perform diagnostics and major repairs as required.
• Skill Area: Gas Engines – check and adjust oil levels, identify unusual noises and oil leaks, inspect housings for leaks, perform diagnostics and major repairs as required.
• Skill Area: Fuel Systems – diagnose all fuel system malfunctions, make adjustments to fuel system components, repair and replace electrical fuel system components including injectors.
• Skill Area: Preventive Maintenance – proper lube techniques, minimal tire inspection, brake check/applied stroke, battery check, under vehicle check/loose components, fault code identification.
• Skill Area: Steering and Non-driven Axles and Alignment – diagnose and repair power steering systems, disassemble and repair steering gear boxes.
• Skill Area: Suspension-Chassis and Cab – diagnose hard to find problems and all types of system problems, maintain, repair and replace all chassis components, perform failure analysis.
• Skill Area: Tire and Wheel Maintenance – perform tire PM checks, repair and replace tire and wheel assemblies, properly diagnose and repair cause of improper wear conditions.
• Skill Area: Vehicle Coupling System (PM) – lubricate fifth wheel plate, operate slider mechanism, perform adjustments and rebuild or repair all components as required.
• Specification of Job – coaching/mentoring skills, minimum 5 years experience in transportation maintenance, must have demonstrated advanced analytical and repair skills, diagnose, overhaul and repair all vehicle components, perform all tasks in lower classifications.

Note: Employees in higher rated Tech classifications will be required to perform work in lower Tech and Service Grade classifications.

Service Attendant I (SE01)

This employee is responsible for the cleanliness of the Service Island, fueling, complete service island inspection, reporting Driver Vehicle Condition Reports, proper accounting of entries on Hand Held Computer or Fuel Tickets, cleanliness of Wash Area, cleanliness of vehicles and other specialized duties as necessary to accomplish those tasks.

Service Attendant II (SE02)

In addition to the duties of the SE01, this employee will perform liquid inventory reconciliation (including fuel deliveries), tire changing, tire maintenance and other duties as necessary to accomplish those tasks. Must be tire and wheel qualified within one year of obtaining the position (TW298).

Service Attendant III (SE03): Tire Specialist

In addition to the duties of the SE01 and SE02, this employee is responsible for performing daily and weekly physical tire counts to confirm accuracy of current inventory, maintaining Tire Area (organized, clean and safe), sending tire order to vendor (as needed), maintaining "Tire Matrix Tab" within SMO for new customers and/or new tire models (as needed), complying with Air Gauge Exchange Program. Must be capable of running tire related road calls as well as maintaining offsite fleet tires. Must utilize appropriate functions of Shop Management System (i.e., SMO).

Note: Employees in the service grade classification will be required to perform work on lower service classification and perform "A" inspections.