Teamsters Local 727 representatives recently have won several grievances against Cook DuPage Transportation management and have numerous others slated for arbitration.
“The grievance and arbitration procedure is the cornerstone of a strong Teamster contract,” said John Coli Jr., President of Local 727. “It provides crucial job protection for our members by giving the union a clear-cut way to enforce the contract and hold management accountable any time they violate it.”
Below is a summary of recent grievance victories and other grievances currently slated for arbitration.
- A driver who was wrongfully suspended over attendance issues will have the suspension removed from their record and will receive full back pay for all time lost.
- Another driver was briefly taken out of service by Pace. He followed the necessary steps for reinstatement, but his return to work was wrongfully delayed. He is now back on the job and received a week’s worth of back pay.
- The company violated the contract’s hours of work clause by keeping members at work past their scheduled end of shift, sometimes by more than two hours.
Grievances Slated for Arbitration
- A member was wrongfully taken off light duty while their workers’ compensation claim was being processed. The member has now been placed back on light duty while the claim is being processed.
- CDT has not been paying members the correct rate for driving accessible and non-accessible vans. (The union is still working to settle this grievance.)
- CDT was forcing drivers pay for sleep apnea tests as part of their DOT requirements. The union filed a grievance, resulting in the company changing DOT exam providers that no longer requiring the testing. However, the union is still fighting for the company to make whole any members who paid for the tests out of pocket. (The union is still working to settle this grievance.)
Questions? Contact Your Business Agent
Drivers: David Glass, (847) 696-7500 or [email protected]
Dispatchers/CSRs: Caleen Carter-Patton, (847) 696-7500 or [email protected]
Nothing in this article should be read as the union’s waiver of any legal argument, position or additional grievance. The union does not forfeit its right to make any and all supplemental arguments.