Can Pace Change routes, Schedules, or methods whenever they want?
Short Answer:
Yes — unless another section of the contract limits that power.
Article 1 gives them broad authority to direct operations and change methods or equipment. But if scheduling, overtime, or pick procedures are defined elsewhere (which they are), those sections override management’s general rights.
Translation:
Management Rights is not unlimited power. It’s default power.
Q: Can I be disciplined for any reason?
No. Only for “just cause.”
Article 1, Section A(10) says discipline or discharge must be for just cause.
That phrase is critical.
“Just cause” is a legal standard. It means:
• Rule was reasonable
• You knew the rule
• Investigation was fair
• Discipline was consistent
• Penalty fits the offense
Q: Am I guaranteed 40 hours per week?
If you’re full-time and picking runs:
Yes — 40 hours OR 36 hours depending on classification and availability, provided:
You:
• Didn’t refuse assignments
• Didn’t commit a missout
• Weren’t on suspension
• Weren’t absent without leave
• Were available for scheduled days
That “available” word matters.
Q: When does overtime start?
Over 40 hours in one calendar week = time and a half.
Also:
If you’re a full-time operator who chooses your days off, time over 8 hours in a day is time-and-a-half.
Important distinction.
Q: If my license is suspended, what happens?
You have 120 days to reinstate it.
If not reinstated within 120 days → termination.
While suspended:
No benefits.
No employment emoluments.
Q: How long is probation?
Six months.
Probationary employees do not have full protection like senior employees.
Q: Can part-time employees be scheduled unlimited hours?
No.
They cannot be regularly scheduled more than 30 hours per week.
That’s a hard ceiling.
Q: Do part-time employees get overtime?
No.
They are not eligible for overtime or penalty pay under this agreement.
That’s a major distinction.
Q: Can full-time employees be laid off while part-time employees stay?
No.
The contract says:
Full-time employees on payroll as of Jan 1, 1990 must be laid off only after all part-time employees are laid off.
Q: How does operator wage progression work?
First 12 months: 80%
Second 12 months: 85%
Third 12 months: 90%
Fourth 12 months: 95%
Thereafter: 100%
Progression credit starts from hire date.
Q: What are the only paid holidays?
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
Q: Do I get floating holidays?
Yes.
After 12 months continuous service:
5 floating personal leave days.
Q: How do floating holidays get approved?
Requests must be:
• Submitted at least 5 days in advance
• Total employees off that day cannot exceed 9
• First received = first priority
• If same time → longest service gets priority
Q: What if I don’t use my floating days?
You get paid for unused days before Dec 31.
Payment issued within 60 days after Jan 1 on separate paycheck.
But:
You must apply for payment before January 15.
Miss that deadline → no payment.
That’s a deadline drivers need to know.
Q: If a holiday falls during my vacation?
You get:
Holiday pay OR extra day off within 30 days.
If no agreement → you get paid.
🏖 VACATION (Article 10)
Vacation schedule:
1–5 years → 10 days
6–14 years → 15 days
After 14 years → 20 days
After 20 years → 21 days
Prorated for under one year.
And:
Each vacation day capped at 8 hours (unless 4-day 10-hour schedule).
Q: How does vacation picking work?
• Vacation pick happens in October.
• Posted at least 1 week before pick.
• Each employee gets 10 minutes.
• Seniority order.
• Must stay in touch during pick.
• Can designate Union rep in writing.
Miss your pick?
You pick from what’s left.
Q: Can employees switch vacation weeks?
Yes.
But requires written approval from:
• Pace
• Employees involved
• Union
⚖ COURT / JURY / SUBPOENA
Jury Duty Pay
• Paid at regular straight time
• Max 10 hours per day
• Max 30 regular work days
• Counts as time worked for weekly guarantee & OT
Must submit jury fee documentation.
If scheduled but not required → must notify Pace immediately.
Subpoena
• Must notify Pace immediately
• Not considered an “instance of absence”
• Paid only if employee uses Personal Leave
• Otherwise unpaid leave
Important distinction from jury duty.
⚰ FUNERAL LEAVE
Immediate family (spouse, parents, children, siblings, etc.):
Up to 3 paid business days.
Grandparents, in-laws, step-parents, grandchildren:
1 paid day.
Aunt/Uncle:
May use 1 paid personal or sick day (not funeral leave).
Written verification required.
Division Manager may grant additional day depending on travel.
🏥 INSURANCE (Article 15)
Eligibility
New full-time employees:
Eligible after 90 days.
Part-time:
Eligible after 6 months.
Full-time:
HMO only (PPO grandfathered for pre-3/16/04).
Pace may change carriers if coverage remains substantially same.
That “substantially same” language matters.
HMO Co-Pays (Current Structure)
Office visit: $30
Retail prescriptions (30-day):
$15 generic / $30 formulary / $50 brand
Mail-order 90-day:
$20 generic / $40 formulary / $70 brand
Note: Adjustments effective 2026 and 2028 increase payroll deductions.