I want to try to keep everyone up to date on the RTA. As information becomes available I will share it with you. If you have any questions about any specific issues related to the RTA (or any other issue) please stop by and visit.

We are on still on track as of today with service changes for this August. The target date is August 14^th, 2005. Drivers and maintenance personnel are being phased in and should be in place by mid summer. This service increase includes Saturday, Sunday service, additional night service and some changes to our weekday service. All of the available funds for 2005 from the RTA have been allocated for increases in service. Although the passage of the RTA may have been viewed by some in the beginning as a windfall, the money generated by the passage of the RTA has been allocated for an increase in service hours. There is no additional money available beyond what is being allotted for new service.

The good thing is that we are growing by about 80% and expanding not only our hours of service but also our service area. As more information is available I will get it out to you either by memo or newsletter. I want to keep you in the information loop. We will grow together even if that growth in some areas comes in little steps. –

Larry Tenenholz, Springs Transit General Manager

What happened? Many of our members are checking their pay checks, looking at the raising medical, gasoline, utility, and grocery bills and wondered “Where is the payoff?” The union is asking; if the company can unilaterally raise the training rate over 33% to attract a better class of new employees, why is there no money for the current and long time employees? Where is the evidence that the employees are “the most valuable asset?”

In addition, we often hear from upper management how many started as bus operators and union leaders and they remember. There is little doubt they remember, but there is also little doubt that they are not negotiating from a perspective that they care about the economic, medical and retirement needs of our current operators.

On one hand there is the personal touch that indicates I was once where you are. One the other hand there is the message that, “it’s not personal, it’s business”. Our members do not believe it, and do not take it that way. The words and emotions from our members is that this indeed is personal. There is no other way you can take it, when our labor agreement so strongly impacts our families, our health, our retirement and our future quality of life in the workplace.

Bottom line is that the union negotiating committee understands that the sky is not the limit, and no one is looking for an easy wind fall; however we are looking to improve our wages to a more equitable level and to hold onto our good benefit package. That’s business, and that’s personal.

Special Sunday Union Meeting

May 23^rd 3:00PM

We are announcing this meeting in advance to give you an opportunity to adjust your plans. This meeting is tentative and is based on what happens during Federal Mediation on May 18^th. If the meeting is unnecessary, we will let you know by May 19^th.

Getting to Know Our Fellow Drivers

By: John Tucker, Operator

Operator Randolph Scott

JT: Please tell us about your present family.

RS: I am happily married to my wife of 25 years, Alma. We have three grown children named Karen, Mike, and Randolph Jr. We have two wonderful grandchildren named Keyshaugn and Mikey.

JT: Please share something about your family outings. What do you like to do together?

RS: My wife and I enjoy touring on the “Harley.” My heart is really touched when I am able to spend time with my grandchildren, especially seeing them worshiping God during church service. I also love to go fishing and have always insisted on this as a family outing. This year I plan on teaching the Grandchildren how to fish.

JT: What are your hobbies and/or personal interests?

RS: My personal hobby is working on vehicles and maintaining our motorcycles. Aspecial personal interest is volunteering with the Salvation Army Soup Run which serves a community meal to people who may not have a place to eat dinner. Some of these people I have had the opportunity to meet while driving my bus route and it has been very rewarding to be able to serve them.

JT: What are your favorite foods, drinks and restaurants?

RS: My favorite foods are barbecue ribs, chicken and I enjoy grilling steaks, fish, etc.

JT: Do you have a favorite singing or dancing group?

RS: I enjoy Gospel and Jazz music.

JT: Where have you traveled and where would you travel if given the opportunity?

RS: Originally from Georgia, I have traveled to 24 states, Germany, Spain, Copenhagen, and Mexico. I would enjoy traveling to Europe to see the sights again and visit with old friends.

JT: Share a funny story that happened to you while on the job.

RS: There are quite a few funny stories to share and some not to be shared, however I chuckle when I think of a certain passenger who insisted that I keep the temperature on the bus the same as in his office because “he wears a suit and tie.” The funniest thing though is the look on some people when they get on the bus. They stare intently and say, “Are you George Foreman?” or say, “You sure look like George Foreman.”

Special Corner

By Dancing Cloud

Many times things we do, go unnoticed by most, for good things or words are quieter than bad things. Do you have a story to share about seeing something funny at work or a person doing a nice thing and wanting to share the happy? Do you have a craft in which you would like to donate as a gift to give someone whom we share a story about? We all are more than just drivers, mechanics, utility people, maintenance people, information clerks and office people….catch someone doing good….

A call goes over the radio, a concerned driver feeling uncomfortable about transporting a passenger with soiled pants who has lost a bodily function. It was expressed that it was okay not to transport until said person cleaned up. Pulling into the terminal a half hour later, I am approached by a regular passenger who alerts me not to let a man with soiled pants onto my coach, he is waiting for 4A Wahsatch. I approached Jeanna and asked if she wanted to call a road supervisor for assistance in transporting the man with soiled paints, after the information was shared about his condition. She replied “No”, “I will transport him, I’ll put paper towels on the seat”. Good Job Jeanna!

Feeling full of fun and teasing I watch Al our maintenance man down at the terminal sweeping cigarette butts into his dust pan. He has quite a style as he diligently sweeps, sober face and a special swing. As I leave the terminal, I shout out my window “Al” he stops as I shout “You’re a great butt sweeper!” His expression was priceless, a stunned look, then a smile. When I later reflected my words spoken, I hoped I didn’t offend, so next morning, 6:10 pull out, I approached Al. “I hope I didn’t offend you yesterday.” He said “You’re not taking back what I said are you?” “Heck no, you do a good job!” “Hey man, you made my day, I’m a world class butt sweeper” Good Job Al.

New Training Department: Getting Our Feet Wet

By: Ray Reed – Operator, Mentor, and Union Trainer

Loretta truly has her hands full with bringing the out the last two classes and now training the four new Trainers. Frank Quidachay is the new full time Trainer. Rick Clements, Jeanna Lanucha and Ray Reed are the Operator Trainers who are gearing up for more classroom work and hands on training.

Our goal as Union Operator Trainers is to give the new trainees better insight as to how our work is done. We want to become more consistent in route training so that the students can see as many routes as possible before they hit the road on their own. We want to give them a more thorough understanding of our equipment, operating procedures, and just what to expect overall when they get out there.

I must admit that there is much more to learn now then when I started. In fact, I have wondered if I could “make the grade” as things are now. Trainees are under an immense burden as they come to our workplace from all walks of life and step right into “you know what!”

I see our current drivers giving the “white shirts” encouragement, help, understanding, and a sense of welcome. They seem to make them a part of our Union right away. That is what we all like to experience.

Springs Mobility Negotiations Update

By: Bob Lanucha, President

Our most recent dealings with MV Transportation at the negotiations table were interesting to say the least. We met for Federal Mediation on April 5^th and 6^th. I found out on the afternoon of April 4^th that we were meeting with yet another new negotiator for MV. If you recall in past updates, the first negotiator got terminated and now his replacement has been terminated. This new negotiator is named Harry Vercoe and he was accompanied by MV’s Chief Operating Officer, Mark Foster. The first day was not very productive from the Union’s perspective. The MV reps. said that they were not familiar with everything that had been agreed to in previous negotiation sessions. With the exception of introductions, there was no “face time” at the table on that first day. The MV reps. took the files that had been compiled by the two previous negotiators back to their hotel for review. Before they left for the day they said they would provide us a copy of the contract between MV and Cigna, their current healthcare provider. That information had been previously requested several times through MV’s first and second negotiators. After assuring us they would get us that healthcare contract within 30 minutes, we sat in the conference room and waited for about 6 hours. During the 6 hours we sat there, we called them several times and got every excuse and stall tactic they could think of before they finally just refused to give us the contract. Harry Vercoe said he was concerned about why we wanted it and was unsure of our intentions. We asserted to him several times that we were entitled to the healthcare contract we requested and that our intentions were none of his concern.

When we did not receive the healthcare contract we requested after 6 hours of waiting, we called it a day. After taking my 30 minute drive home I got a phone call from our IVP Javier Perez a few minutes after walking in the door. He told me the MV reps. wanted us to go out for a beer with them. I truly thought he was pulling my leg but he wasn’t. Needless to say, I did not go out for a beer with them.

The next day we had a lot more interaction and we did a lot of back and forth negotiating. We ended up being there for 12 and half hours but could not reach a deal. MV is currently offering a significant improvement in their contribution toward healthcare but they are falling way short on wages. There are a few language issues that are still outstanding as well.

Although we did not get a deal, MV said they would go back to whoever they needed to and try to get more money. We are carefully optimistic that we will be able to reach a settlement in the near future. We are scheduled to go back to Federal Mediation on May 16^th.

Watch Out

By Carolyn Chapman

Watch Out For the blind spots on the CODA BUSES!!!!!

There are at least three major blind spots to be very aware of. The fact is you can't miss them. But you can miss traffic and pedestrians at every intersection. The two columns to the right and left of the windshield and the large partition between the passenger door and front window block your view. Take a few minutes to check these obstructions out before you drive these buses. And remember to take the time to make sure that you have not missed any vehicles and pedestrians approaching when you inter an intersection. When making left turns the Column to your left completely blocks your view of the road way and crosswalk that you are turning into. Also the column to your right and the partition in front of the passenger door blocks traffic that may inter the roadway after you begin you turn. You need to rock and roll your whole body to get around these blind spots. Be Careful.

The passenger door opens out 20 inches so you must stay at least 21 inches away from the curb. This is too far away for safe boarding so stay three feet away form the curb to prevent passenger falls. And prevent people from trying to jump from the bus to the curb or from the curb into the bus. The bus is also very low to the ground and when making right turns there is the possibility of damage to the bus if you run over the curb which we all do from time to time. Watch out for high curbs when making right turn.

The good points of these buses are fact the driver has a little privacy and leg room. The passengers are seated farther back.

Attention! Mentors and Teachers Needed!

By Chris W. Stark

As union members, we enjoy the outstanding benefits of membership. These include respect on the job, better wages and benefits, more flexibility for work and family needs, a counter-balance to the unchecked power of employers, and a voice in improving the quality of safety and service we offer. Yes, it is statistically correct that union workers earn about 28% more than non-union workers and are more likely to receive health care and pension benefits than those who do not belong to a union.

Historically, unions have led the fight for expanded family and medical leave and improved safety and health protections. Unions were instrumental in passing laws ending child labor, establishing the 8 hour day, unemployment insurance, social security, and the minimum wage.

However, in spite of such historic union accomplishments, there are various minority factions within Springs Transit that would love to see our union dissolved. It's hard to believe, but it is true!

Enter 2005, with the RTA passed. We will be hiring several union positions such as drivers, mechanics, and utility crews. And the list goes on!

Who will educate our new union members first? Anti-union detractors? Or will it be those of us who believe in our union? It's a sobering thought, especially if we take into account that up to 100 additional drivers will be hired in the next few years.

Who will talk to them first?

Our union is only as strong as we build it! How often have we heard the message, "United we stand, divided we fall!"?

Given the wrong influences, we stand to see our union divided by our detractors if we simply do nothing but sit idle. We cannot do this!

It is paramount that we take it upon ourselves to make the time to invite new union members to go to a union meeting with us! Even better, talk to them one-on-one! Educate! Show them the benefit of union membership! Encourage them to be a part of their union.

And to the inactive senior union member, please remember! You have not earned the right to complain about ANYTHING, unless you make the effort to help us change our union for the good of all! Don't vote at the union meetings? Never give your input? Then DON'T GRIPE! You have not earned the right!

Your Pension is on the Chopping Block

By Dan Francis, ATU 19 Vice President

Old age employee security was established as a progressive employer priority in the years following WW II. Many employers followed this trend by setting up and administering defined benefit pension plans similar to ours as a way to attract and retain quality employees for their respective businesses. Such was the case nearly half a century ago went the private Springs Transit Bus Company in cooperation with ATU 19 created the Springs Transit Employee’s Retirement and Disability Allowance Plan in which we all contribute and will benefit. A plan document was drafted; a union and company board of trustees as well as plan administrator selected, and professional actuaries, investment consultants, and lawyers have been contracted as experts to meet the ERISA requirement for our Taft – Hartley Defined Benefit Plan. These overseers are fiduciaries which are required to always act in the best interest of the plan and the plan participants.

Sounds Complicated – you bet! But that is the price that has been paid in the past by many employers who are willing to step up to the plate and accept the cost and liability to insure the past and present employees have a future significant income in their senior years. It has been the employer’s way of rewarding hard working and loyal workers in a substantial and guaranteed way. That is the nature of the defined benefit pension plan. There are legal and fiduciary requirements, contributions to ensure the stability of the benefit, premiums to the federal government to guarantee those benefits, and a liability the employer holds to ensure the plan is sound.

So why is our financially sound pension plan on the chopping block in recent labor agreement mediation? It is difficult to believe the General Manager’s position that it is in the best interest of future employees. He is trying to sell the negotiating committee on the premise that future employees will better benefit by putting their money in a 401K. It is possible to point to certain spans of time whereas an employee could direct their monies in a certain way and greatly benefit as was the case in the early and mid ‘90’s. It is also equally compelling to see many who lost tons of money in their aggressive technical funds in the beginning of this century. Here is why the union trustees are combating this proposal and why I believe the company fiduciaries are breeching their responsibility for their position:

ù The plan remains strong with new employees entering the plan and the employers 5.5% being deposited in the plan

ù Participation in a 401 K cannot be mandated, so many younger employees may choose not to participate. Even if they do participate, they will only get an employer contribution of 3.5% instead of the 5.5% that currently goes to the defined benefit plan.

ù A 401 K does not hire investment consultants to invest for the good of the plan. In a 401 K you are the professional investor – solely responsible for the selection of your investments.

ù There is no guarantee of a benefit when you retire. The only thing defined is the contribution to be invested.

ù The company and government are not liable for shortfalls in a 401K, you as the employee are liable.

The company position will end the defined benefit plan as we know it as the participants retire and pass on. So again, why is it a priority? The company will save money on new employees by reducing their contributions, they will end their liability in the future when the plan dissolves, and eventually they will not have the duties plan administration and the legal requirements that go with that. It is greed plain and simple. As a union trustee and fiduciary of the plan I am not interested in the company’s interest – I am only interested in making decisions that are best for the Plan and participants and will do everything possible to defeat those that are trying to destroy it.

Preventable or Non-Preventable?

That is the Question?

By Jeanna Lanucha Drivers Representative

This is a question the Safety Review Board will answer based on all the information set before them. Accidents are a part of life. When it does happen there might be a dozen contributing factors. We look at all of the hazards contributing to an accident. Our goal is to possibly change and improve a situation our drivers are forced to deal with. We want to be proactive and prevent the possibility of an accident. Unfortunately, despite everyone’s best efforts, sometimes accidents will still happen. When they do, we are here to determine preventability or non-preventability, not fault. This is where the importance of a good report and good communication on your part are crucial. You know at the scene if you did everything possible to prevent this accident. Bring that back in the report you write. The tools you have are witness cards, as well as details in the report and pictures. In the pictures, we look at lane positioning, road conditions and other details. Often times we can determine the direction of the impact by the scrapes and rub marks. The location of the impact on the bus is also very important. We look at police reports and tickets. Police officers are known to make mistakes. Just because our driver is issued a ticket does not mean the accident is preventable. We recently had a police report and the driver was issued a ticket for improper lane positioning. I have to brag on our driver. She took wonderful pictures .Before she moved the bus, a picture of both mirrors from her perspective was taken. There was no doubt that she was positioned perfectly in her lane. Without those pictures I’m afraid she would have received a preventable. Weighing all the facts, the police report would have weighed pretty heavy. And this proves that with good information the Safety Review Board can make good decisions.

Our transit system is expected to go through new and sudden growth. With this growth the role of the Safety Review Board may need to change slightly. Our biggest objective will be to eliminate possibilities of accidents. When they do happen, they are determined preventable or non-preventable by the company. The Safety Review Board will then determine the final result on appeals of that decision. This eliminates a step. The results will play out the same as it always has. Every accident will still come to the Safety Review Board to review.

As a driver you will have the right to appeal to a Board comprised of 2 union positions and 2 management positions as well as 1 safety professional. You have a right to defend your side and be represented by a Union Official. I can’t stress enough how important this step is. If you have been given a preventable on an accident you feel is non-preventable, use this right. Gather all of the facts and bring them before the Board. The decision of the Safety Review Board has changed in the past from the initial determination. And will continue to do so.

As a member of the Safety Review Board I can tell you our biggest concern is for the safety of our drivers and passengers. We want to be vigilant in our efforts to move forward and maintain that. Safety is always first and foremost through the growth of this transit system.

Springs Transit Negotiations Update

By: Bob Lanucha, President

Since the Last news letter, there are only a few things to update on. We entered into Federal Mediation on March 30^th and 31^st. At the conclusion of those days, here is where we currently stand.

The employer is still trying to put us in a health plan that has higher out of pocket expenses such as co-pays for office visits and hospital stays as well as higher prescription costs. They still want to reduce the number of no-shows that trigger termination. They want to extend probation for new hires from 90-120 days. Larry says that the new hires can have full benefits after 90 days; he wants the extra 30 days to be able to arbitrarily discipline or terminate them. He wants to “freeze” the current pension plan for existing employees and put new hires into a 401 (k). The new hires would get an employer contribution of 3.5% instead of the 5.5% he currently puts into our defined benefit plan.

The Union is still trying to get paid travel time to and from relief points, a higher wage increase for Operators and Information Clerks, and sick time for Part-time Operators amongst other things. We have agreed to a wage increase of 3.5% for Transit surveyors and we have agreed to the maintenance wage. Please keep in mind that all agreements so far are strictly tentative and are contingent on us being able to put an entire package together.

We are scheduled to meet again on May 18^th and we will either get a deal that the Executive Board can endorse or we’ll get the Companies last, best and final offer. We are tentatively planning a special Union meeting on Sunday, May 23^rd to vote on any offer that we may have to bring to you.