WELCOME TO TEAMSTERS LOCAL UNION 229 

TEAMSTERS LU 229 MERCHANDISE

As of October 1, 2024 the below are available for purchase at the Local Union Hall

Sweatshirts Hooded      Gray

Left Chest Union Emblem only      L- 2XL                           $  65.00

XXXL-       &    XXXXL                                                                  $  70.00



T-Shirts – Short Sleeve –Gray

Left Chest Union Emblem and

Back Design                                     Med- 2XL                        $  30.00

XXXL-       &    XXXXL                                                                $  35.00

 First Image is Left Chest Emblem on both      

Second Image Below is  Design on back of T Shirt only                                                            

SCHOLARSHIP INFORMATION

 November 13 , 2024

 

PLEASE POST ON BULLETIN BOARD

 

 The 30th Annual Teamsters Local 229 Scholarship Golf Tournament will be held on Saturday, August 23, 2025 1:00 p.m shotgun start, at Stone Meadows Golf Course, Bear   Creek, Pa. 

 

PICTURES OF SOME OF THE 2024 TEAMSTERS LOCAL UNION 229 SCHOLARSHIP WINNERS:

BAZOOKA EMPLOYEES:

October 1, 2024

RECENTLY MAILED TO ALL TEAMSTERS LOCAL 229 MEMBERS EMPLOYED AT BAZOOKA COMPANY REGARDING A WITHDRAWAL CARD DURING TEMPORARY SHUTDOWN.

This letter will serve as your withdrawal card effective September 1, 2024 for the temporary shutdown due to building issues.

Once you have returned to work we will deposit the withdrawal card and you will then begin Union Dues going forward from return to work date.

If you have any questions, please contact our office at 1-570-344-7219.

Fraternally,

Joe Secor

Vice President

Business Representative

YRCW/New Penn

UPDATE Jan. 29,2025

  TO ALL LOCAL UNIONS HAVING MEMBERS EMPLOYED OR FORMERLY EMPLOYED BY YELLOW CORPORATION AFFILIATES I. YELLOW CORPORATION BANKRUPTCY UPDATE

Yellow Corporation and its operating companies (“Yellow”) filed for bankruptcy in the District of Delaware Bankruptcy Court on August 6, 2023. The International Union and TNFINC (the “Union”) have entered an appearance in the case on behalf of Local Teamster Unions whose members hold claims against Yellow’s operating companies—YRC Inc., USF Holland, LLC, New Penn Motor Express, LLC, and USF Reddaway, Inc. Claims filed by the Union include contract claims for vacation pay, sick pay, and other paid time, as well as grievance pay.

II. WARN TRIAL UPDATE On January 21st through 23rd the Union advocated for bargaining unit members in trial regarding Yellow’s WARN Act liability. Previously the bankruptcy Judge found in favor of the Union that Yellow’s WARN notice was inadequate because it failed to supply a brief statement explaining its reason for supplying shortened (less than 60 days) notice. The two remaining issues for trial were 1) whether Yellow was excused from WARN liability because at the time of its WARN violation it was acting as a “liquidating fiduciary” was therefore not subject to the WARN Act, and 2) whether, if Yellow was acting as an employer at the time of its WARN Act violation, its violation was objectively reasonable and the notice drafters displayed good faith such that the Judge should reduce damages. The Union argued that Yellow was an employer and therefore subject to the requirements of the WARN Act when it failed to give proper notice to employees of its shutdown. The Union also argued that the Judge cannot reduce damages in this case, but that if the Judge disagrees he still should not reduce damages. Yellow argued the inverse on each point.

The Union now has the opportunity to submit a post-trial brief due January 31st. It is unlikely the Judge will rule on the matter until February 7th or thereafter. It is possible that the Union or Yellow will appeal the decision of the Judge. While having the Judge’s ultimate decision moves the bankruptcy proceeding towards completion, and gives employees a better idea of their possible recovery, it is possible further proceedings will be necessary before the total WARN damages owed to employees is final. The Union will continue to fight for bargaining unit members’ to receive the best recovery possible. Further updates will be sent to freight locals once the Judge issues his decision. You may see news about Yellow reaching a settlement regarding the WARN Act. A tentative settlement was reached between Yellow and a class action consisting of non-union employees. The terms of the settlement are currently confidential. The position of non-union employees and bargaining unit members differs considerably in this litigation, largely based on the receipt of severance payments non-union employees received at the time of Yellow’s shutdown, and the date of discharge for non-union employees differs from bargaining unit members. Regardless of the titles of news articles you may see—the Union has not settled with Yellow. News of any liability determination in the WARN matter will come immediately from TNFINC to freight locals.

III. THE PLAN OF LIQUIDATION AND VOTING INSTRUCTIONS On November 22, 2024, Yellow submitted a Plan of Liquidation (“Plan”) to the Delaware Bankruptcy Court. A Plan of Liquidation describes the amount of money a debtor holds and how the debtor will distribute that money to unsecured creditors according to legal and equitable requirements. Yellow’s current proposed Plan of Liquidation holds that former employees will receive their vacation paid out at 100%. As a former employee of Yellow or its operating companies you may receive instructions on how to vote for or against Yellow’s Plan. As a bargaining unit member, you do not need to respond to or take any action concerning the Debtors’ Plan of Liquidation. You do not need to cast a vote for or against the plan. The Union is representing you in your contract (vacation, sick, other paid-time-off, and grievances) and WARN claims against Yellow. The Union will vote on your behalf either for or against the Plan. The Union will make a decision on whether to support the plan if the Union believes the plan facilitates the best possible recovery for employees and according to its duty of fair representation to all bargaining unit members. The Plan information you receive may not reference all the money you believe Yellow or its operating companies’ owes you. Do not worry about the amount included in Yellow’s packet as being owed to you—the Union is working to maximize employee claims beyond what Yellow is currently claiming it owes. Currently Yellow’s Plan contemplates paying bargaining unit members 100% of their owed vacation and sick time. While the Union cannot guarantee a specific dollar amount for any member, Yellow has recognized its obligation to pay accrued unused vacation and sick time which is positive.

 Previously, Yellow sent Plan information that detailed January 21st as the deadline to vote on the Plan. That deadline has changed. The deadline to vote on the Plan is now February 11 by 4:00 PM EST. The Union’s directive remains the same: bargaining unit members do not need to take any action for or against the Plan. The Union will send freight locals further updates regarding the Plan as they develop. Importantly—payments to bargaining unit members cannot be made until a Plan is confirmed by the Bankruptcy Court. The Union understands many of you are reasonably anxious to receive payment from Yellow’s estate. While the Union remains optimistic that payments will be made within the first or second quarter of 2025, no payments can be sent until a Plan is confirmed. Once a Plan is confirmed, which the Union believes may occur in February at the soonest or May at the latest, the Union will issue a relative timeline to bargaining unit member as to when payments will be sent by Yellow.

IV. IMPORTANT CONTACT INFORMATION REMINDER Members should keep their addresses updated with their applicable Local Teamster Union. Estate disbursements will go directly to the individual employee, requiring either Yellow or the IBT to have the most recent accurate address on file of members.  

UPS

 January 31, 2025

To: UPS Local Unions

Please join the General President and General Secretary-Treasurer for a webinar to update our members, officers and agents on the current situation at UPS. The webinar is scheduled for Tuesday, February 4th at 8PM Eastern time.

Please use the link below to join the call and share this link with your members.

https://teamster-org.zoom.us/webinar/register/WN_VbFCBPi5Q3yWC9lcRsa9Rw#/registration

Johnny Sawyer

TForce

New Contract Protecting Nearly 8,000 Workers Overwhelmingly Approved

Press Contact: Daniel Moskowitz Phone: (770) 262-4971 Email: dmoskowitz@teamster.org

(WASHINGTON) – Teamsters have overwhelmingly ratified a new national contract at TForce Freight by 81 percent. The five-year master agreement provides members with significant improvements to wages and benefits, and safeguards against subcontracting and technology.

“Teamsters at TForce have set a powerful example for how to take on the employer and win a strong agreement. Over the next five years, TForce workers will continue to establish better standards for freight under this contract, including the most lucrative economic package in the industry and vital protections for technology, pension, health care, and safety,” said Sean M. O’Brien, Teamsters General President and Chair of the Teamsters National Freight Industry Negotiating Committee (TNFINC).

The agreement will go into effect August 1, 2023, and expire July 31, 2028. Contract highlights include:

• Wage Increases: The highest wage increases in the history of the national contract. Full-time local cartage and clerks will receive increases of $4.50 per hour over the life of the agreement. Road drivers will receive industry-leading increases to their current mileage rate over the length of the deal, starting at $0.7557 in August 2023 and increasing to $0.8257 by January 2028. The agreement eliminates split wage increases and two-tier wages.

• Health, Welfare, and Pension Contributions: TForce is required to increase its contributions to health, welfare, and pension plans. These contributions will provide vital support for members’ health care and retirement needs.

• Technology Safeguards: The agreement includes provisions to safeguard members’ rights and well-being from invasive technology. It prevents discipline from cameras and prohibits the use of robots, driverless vehicles, drones, or other technology to move freight or replace drivers, clerks, or dockworkers.

• Additional Holiday: Martin Luther King Day has been added as a paid holiday.

• Safety: All newly purchased equipment and vehicles must have air conditioning.

• Discretionary Days and Vacation: Starting January 1, 2024, two additional discretionary days will be added to the contractual floor, increasing the minimum number of paid days from four to six. There will be no blackout dates.

• Work Rule Protections: Shuttle and drayage work will not count towards the guarantee covered under the agreement. Road drivers will only perform road work and cannot work the docks except for the current mini-hub operations. TForce must have approval from the Teamsters for any other expansion of mini-hub operations.

• Protections Against Subcontracting: Road drivers would be protected against subcontracting. Penalties have been put in place to ensure rail and subcontracting come back into the bargaining unit.

“Our members at TForce have spoken loud and clear, and they overwhelmingly agree this new contract will deliver massive economic gains and non-economic improvements,” said John A. Murphy, Teamsters National Freight Director and TNFINC Co-Chair. “The entire union thanks our lead negotiators Kris Taylor and Ed Thompson and the full negotiating team for their efforts to bargain an industry-defining agreement. Most of all, we thank the tireless and dedicated rank-and-filers who served on the negotiating committee to improve the lives of their fellow Teamsters at TForce.”

Teamsters voted in-person last week and ballots were counted on Sunday. The agreement covers approximately 7,800 Teamsters at 126 local unions throughout the U.S. 

Founded in 1903, the International Brotherhood of Teamsters represents 1.2 million hardworking people in the U.S., Canada, and Puerto Rico.

Visit Teamster.org for more information. Follow us on Twitter @Teamsters and “like” us on Facebook at Facebook.com/teamsters.

EMPLOYMENT OPPORTUNITY

COVINGTON TOWNSHIP NEW FULL-TIME AND PART- TIME POLICE OFFICERS

PIPELINE/CONSTRUCTION

April 1, 2023

TO ANY MEMBERS WORKING PIPELINE/CONSTRUCTION IN TEAMSTERS LOCAL UNION 229

Effective immediately the following procedure will be followed in regards to the pipeline list, in regards to how Teamsters LU 229 will send out workers to jobs that become available in the Local and Pipeline contract, this is not a HIRING HALL LIST, or a JOB REFERRAL LIST:

1.    The pipeline list is good for 180 days, you must let the Agent know that you want to be retained on the list with your name, phone number, qualifications every 180 days, it is the members responsibility to be renewed every 180 days.  If your qualifications change it is your responsibility to let the agent know to change it on the list.

2.    If a member is called for a job they can refuse once and are skipped, the second refusal they are removed from the list until the next list is effective and they must call in to be put on that list.

3.    A member must be available immediately for work, example you are called at 8:00 a.m. for work at 9:00 a.m. you are working elsewhere, you refuse, your name is removed until  you quit that job and let the agent know they are available your name then goes back on the list.

4.    Stewards put to work – Being a Steward, you must be able to do all aspects of the job, you are only a Steward for that job, when that job is finished you must put yourself back on the list available for work.

Fraternally,

Joe Secor

Vice President

Business Representative

April 4, 2023

PLEASE POST ON UNION BULLETIN BOARD

Teamsters Local 229 current Executive Board has been notified by the International Brotherhood of Teamsters General Counsel, that the recent appeal of the decision of JC 53 was upheld favorably for Teamsters Local Union 229. The Appeal was filed by former Executive Board member Brother John McAdarra, Scranton Counseling Center in regards to the Officers Election which was held in October 2022.

The decision of the IBT General Counsel to uphold the original decision of Teamsters JC 53, is an honest and fair one, based on facts presented to both Counsels.  Teamsters Local Union 229 will continue to always work for members rights.

Teamsters Local Union 229 will continue to follow the IBT Constitution and current LU 229 By-Laws and any future revisions to either.

Teamsters Local Union 229 Executive Staff and Principal Officer would like to thank the IBT General Counsel for their time in the review of the appeal.

Fraternally,

Eugene Allen

President Teamsters

Local Union

Executive Board

CURRENT AND ONGOING FIRST CONTRACT NEGOTIATIONS

  If you work for an employer whose workers are not part of a Union and you want to help to build a Union in your workplace, CONTACT US button on our MORE PAGE. Fill out the questionnaire, and push the submit button.  We'll immediately put you in touch with a LOCAL Union Official who can talk to you about Unions and what it takes to organize.  

Teamsters Local Union 229 WELCOMES Covington Twp Police Dept, we are have our first contract! Congratulations!

We are also currently in negotiations with Milford Borough, negotiating for a first contract for both Milford Borough Police and DPW, congratulations to these hard working ,dedicated employees and now members of Teamsters Local Union 229!

TEAMSTERS LOCAL UNION 229 WELCOMES THE OPPORTUNITY TO MEET WITH AND DISCUSS HOW WE CAN HELP TO BUILD A STRONGER WORKFORCE

we represent ALL work fields i.e.,(trucking, warehouse, law enforcement, township DPW, manufacturing, health care, social worker and many more)