Over the Road September 2021 by Over The Road Magazine

FOR

TRUCKERS

JOBS

September 2021 Stay healthy, stay safe!

A PROUD CANADIAN COMPANY

Keep this magazine in your truck...you never know when you’ll need it! /OverTheRoadMagazine

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H E R E

F O R

DRIVE YOUR CAREER!

T H E

L O N G

H A U L

HIRING • COMPANY

DRIVERS A-Z • OWNER OPERATORS A-Z, D-Z • DISPATCHERS • MECHANICS

Why us?

At Transam Carriers, we believe that success is not achieved without professional human attitudes. We are proud of providing some of the most ﬂexible work options in the industry for an optimum work-life balance. All of these, in conjunction with new equipment, modern technologies, in-house truck shop, and cross-dock facility, make Transam an exceptional workplace that we call here our second home.

James Taylor: 416-907-8101 x5

@TransamCarriers @Transam_Carriers

2 • OVER THE ROAD

Toll-Free: 877-907-8101 Address: 205 Doney Crescent, Concord, ON L4K 1P6 Email: hr@transamcarriers.com

ALL JOB OPPORTUNITIES ARE transamcarriers.com/

ON OUR WEBSITE careers

SEPTEMBER 2021

A PROUD CANADIAN COMPANY

LOOKING FOR 1 to 2 Tridem Step Deck O/O Canada only runs Home weekly Percentage Pay

1-877-464-3429 Office Hours: 7:30 am to 3:30 pm Mountain Time

e. lonny@anvilring.ca

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NOW HIRING AZ DRIVERS & OWNER OPERATORS 1-800-265-8789

www.travelers.ca

Great work/home life balance Small family environment Pet/Passenger Program Health Dental Benefits Day 1 EZ Pass/Bridge cards/ Scanners in Truck Over 7 Locations: Brampton* Midland* Wallaceburg* Prescott* Fergus* Hamilton* Carignan PQ A CANADIAN CARRIER SINCE 1985 SEPTEMBER 2021

JOBS FOR TRUCKERS • 3

18 Parkglen Drive, Ottawa, Ontario K2G 3G9 1.800.416.8712 • 613.224.9947 Email: otr@otrgroup.ca 1189694 Ontario Ltd. C.O.B. as Over The Road

www.overtheroad.ca Publisher Peter Charboneau

Account Executive Earle Madden

General Manager Ed Novoa ed@otrgroup.ca

Graphic Design & Advertising LKDesign

Director of Operations & Editor-in-Chief Cathryn Charboneau

Controller Estela Navarrete

peter@otrgroup.ca

earle@otrgroup.ca

cathryn@otrgroup.ca

Account Executive Luke Zentil

lennykuiper@gmail.com

estela@otrgroup.ca

Office Manager

Mary Charboneau mary@otrgroup.ca

luke@otrgroup.ca

All advertisements, and/or editorials are accepted and published by Over the Road on the representation that the advertiser, its advertising company, and/ or the supplier of the editorials are authorized to publish the entire contents and subject matter thereof. The advertiser, its advertising company, and/or the supplier of the editorials will defend, indemnify and hold Over the Road harmless from and against any loss, expense or other liability resulting from any claims or suits for libel, violation of privacy, plagiarism, copyright or trademark infringement and any other claims or suits that may rise out of publication of such advertisement and/ or editorials. Press releases are expressly covered within the definition of editorials.

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SEPTEMBER 2021

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A huge thank you to all of our Drivers and everyone in the industry that is working so hard during these challenging times. We appreciate everything that you are doing.

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JOBS FOR TRUCKERS • 5

T Fleet Safety Council Fleet Safety Council

30TH ANNUAL

Fleet Safety Council Educational Conference FLEET SAFETY COUNCIL: To promote health and safety within the transportation sector through network support and sharing of information resources, allowing us to have a strong voice in the industry.

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6 • OVER THE ROAD

2021-07-20 10:43 AM

SEPTEMBER 2021

SAFETY DAWG Chris Harris

It is ELD Time in Canada On the day that I’m writing this article, there is one, yes – only one, approved ELD supplier in Canada. Perhaps by the time you are reading this magazine, there will be more. The law requiring ELDs has been in place for Federally regulated trucks since June 12, 2021. On that date, there were NO Transport Canada approved ELDs. For several weeks, there was no possible way a company could be legal. Thank goodness that the Canadian provinces decided not to enforce the law as it is written. Yeah - hooray for common sense!

but some do, so we now have a handheld device law. Most of us do the right thing without the “encouragement” of government. Like most laws, the ELD law comes into place to make those that aren’t following the rules act more safely. Are there any benefits to having an ELD? I believe that there are several paybacks for the driver to have an ELD system in their truck. I’m a safety guy and I’m looking at the benefits with my safety manager glasses on. I don’t foresee very many “logbook not current” tickets in the future. Yup, that ticket is almost gone. Because an ELD starts tracking when there is truck movement over 8 KM/hr, truck drivers no longer “forget” to create their paper log. It is done for you.

Why do we need ELDs (Electronic Logging Devices) in Canada? Or perhaps a better question is: Do we need ELDs? I am all for Electronic Logging Devices. I’m sure that many of you don’t agree with that stance. Still, I believe that while causing an inconvenience to truck drivers and their families, that they do make the roads safer. Driving any vehicle is a privilege and being a truck driver is an honour and a privilege. Yes, I’m proud of my background as a professional truck driver and that a long time ago, my family owned a trucking company. My roots are in trucking and the transportation industry has allowed me to provide for my family. So yes, I’m proud of my trucking heritage.

I also don’t foresee the falsification violations as frequently as I did in the past. I do think that many of the falsification violations were because the driver made a mistake. Another advantage of the ELD is that dispatchers and shippers don’t ask you to make up time for their mess-ups. You know how it works; you are sitting in the dock, waiting to get loaded for five hours and then the shipper suggests that you just say: “it is sleeper-berth time.” How I hated it when they expected me to make up for their inefficiencies. I know that change is hard. I know that for many of you, the ELD reduces your flexibility. The fact is that with paper logs, you could be more creative and get more things done. I know that when I drove full-time, I made a few bad choices and moved when I should not have. I think most drivers have done the same. But I believe that ELDs make us adhere to the Hours-of-Service rules which I think, in the long run, is safer for all of us. I, like many, don’t like being told what to do, but in the case of ELDs, I agree that we need them.

But some truck drivers (the word professional is missing in this description) were abusing the paper log system and being unsafe. A small percentage gave into pressure. It may have been the dispatcher telling the driver, “See what you can do.” Or a friend or family member asking that you get home as soon as possible. It is pressure and some of the drivers, with that little bit of “encouragement,” would push on driving even when tired. This caused problems and these issues caused the government to act. Like most laws or new regulations, it came into place because of the actions of a few. Most of us don’t speed but we have speed laws. Most of us don’t hold a cellphone to our ear when we drive SEPTEMBER 2021

Stay Safe! Chris Harris Top Dawg, Safety Dawg Inc. 905-973-7056 chris@safetydawg.com @safety_dawg (twitter)

JOBS FOR TRUCKERS • 7

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JOBS FOR TRUCKERS • 9

MAKING YOUR MILES COUNT Robert D. Scheper

Stop Worrying and Trust Your Own Good Judgment! Many (many) years ago I ran two marathons, in 2001 and 2002. I’ve always thought it romantic to have said I ran a marathon… I was wrong… there is nothing romantic about your first marathon. The reason I started it is not the reason I finished it. I clearly remember in my first race; I approached a corner at the 18-mile mark and saw that another participant was leaning against a chain fence crying her heart out. I absolutely and completely related! Whatever it was that motivated both of us to make the commitment to run a marathon was pounded out on the pavement behind us. It was clear (at least to me) that neither one of us had adequately prepared for the race. Our bodies were in full rebellion. There was no pride or shame to hold us to our prior commitment, the pain and lack of energy overruled. That day she chose to quit and for some reason, I chose not to. I forged on in my unpreparedness. Bit by bit, fence post to fence post, I plodded onward. After what seemed like ages, I reached the 22-mile mark and realized I had the juice to finish. I was going to be a “marathoner”. The excitement was pure and wholesome. Adrenaline was released into my body, and I felt I could sprint the last 4.2 miles but, I slammed the door shut on the excitement 10 • OVER THE ROAD

and adrenaline. I knew that reacting to the excitement would almost certainly guarantee me to not finish the race. The adrenaline would drain the critical energy I needed to finish. My emotions were ahead of my skies (to overuse another analogy) and I forced myself to calm down and refocused on the progress from fence post to fence post, to the end. Keeping control of our thoughts and emotions in a high stress environment is usually the difference between success and failure. I have a pillow in my office and on it is stitched “calm is a superpower”. Calmness is needed in many settings. We have a lot of perks at our accounting firm. The one that comes to the forefront the most is the ability to be flexible with hours, holidays, and scheduling. As long as the work gets done on time, I will continue to provide that benefit. However, sometimes individuals assume things far beyond the possible, particularly when work clearly won’t be able to get done. My wife had an incident a few weeks ago wherein someone she was training asked for time off just before a critical event that needed to be done, and that event was

SEPTEMBER 2021

A conversation that usually takes only minutes was dragged out over several hours. This wait time amplified the temptation to overreact but she trusted her good responses and refused to worry. In the end, the job was done, and everyone’s expectations and responsibilities were clarified. It was a real display of patience; a habit I sometimes need to develop.

nowhere near completion. The employee clearly didn’t think further ahead than 2-3 days. The employee was then confronted with the fact that it would cause undue pressure on co-workers. The communication was done by text, on a weekend and there were sometimes 1 to 2 hours between comments. During the wait time, my wife had to deal with the possibility of managing a crisis if the employee didn’t show up. What to do... what to do?

I joked with my friend this morning… don’t tell me worrying doesn’t work… everything I worry about doesn’t come to pass.

My wife can be a very patient professional when she wants to be. Living with a potential crisis within a 6–7-hour conversation can be nerve-racking. The adrenaline can flow, and we often jump to conclusions too fast and without all the information. Panicking burns up needless energy and clouds our perspective… we won’t finish the race. When a conversation is dragged out over hours rather than minutes our minds can easily race ahead, assign imaginary motives and release rivers of counterproductive adrenaline.

About the Author: Robert D. Scheper is a leading Accountant and Consultant to the Lease/Owner operator industry in Canada. His first book in the Making Your Miles Count series “taxes, taxes, taxes” was released in 2007. His firm exclusively serves Lease/Owner Operators across Canada. His second book “Choosing a Trucking company” is the most in-depth analysis of the operator industry available today. He has a Master’s degree (MBA) in financial management and has been serving the industry since he and his wife came off the road in 1993. His dedication, commitment and strong opinions can be read and heard in many articles and seminars.

My wife’s plan was simple. With every request, she responded with a clear, factual, and calm response. It was impressive. For one thing, it was void of judging motives. If we infer motives we divert the whole conversation in a completely different direction… not only will we not finish the marathon, we’ll all end up at the zoo!

You can find him at www.making yourmilescount.com or 1-877-987-9787.

I saw my wife work through this conflict with unusual patience. Step by step, trusting the strength of her prior communication she waited for the reply… all in slow motion. SEPTEMBER 2021

JOBS FOR TRUCKERS • 11

Keep Your Company Moving With Online Training During this time of crisis, we need to ensure two things continue to happen: ● Continued transportation of vital goods and necessary food items. ● Open communication with drivers, dispatchers, and other employees.

COMPLIMENTARY TRIAL ACCESS WITH ONLINE TRAINING We are offering 30-day complimentary access to our system to assist companies in maintaining driver safety training, including tracking and reporting. The Coronavirus pandemic has proven the critical need to Limit face-to-face interaction between employees. But how can your company encourage remote work and still bring on new drivers safely and effectively? How can you keep your drivers up to speed on safety content that would traditionally be covered in safety meetings?

“Amazing support staff.”

Remote online training allows you to do both: ● Ensures participation and comprehension ● Consistently delivers important elements of your orientation ● Quickly gets your trucks moving safely ● Saves time, resources and money ● Simple to implement quickly and with very little effort on your part There are no shortcuts when it comes to consistency and quality. Infinit-I Workforce Solutions offers a communication and learning management system that allows you to simplify orientation through remote, online training. Spread Coronavirus awareness by distributing messages and policies from your company to your entire fleet. Take advantage of our 30-day Complimentary Trial to increase the efficiency of your orientation. Keep your company moving!

For additional Coronavirus resources for Trucking & Logistics, visit https://www.infinitiworkforce.com/ppc/comp-access-cn-2/

www.infinitiworkforce.com 12 • OVER THE ROAD

SEPTEMBER 2021

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JOBS FOR TRUCKERS • 13

SPEAKING FROM EXPERIENCE Ray J. Haight

The Simple Truth The simple truth is that the low retention rates prevalent in the trucking industry are nothing more than a business challenge gone unchecked. Having a successful business is a difficult thing to achieve, no matter the industry or company. Being in the trucking industry exaggerates this challenge since it is capital-intensive and there are very few restrictions to enter the industry, other than courage and money. Now add to this the margins that are razor-thin by most business standards, and you begin to understand how so many new companies always seem to pop up as they do and why so many fail. In the beginning, the trucking company owner must wear many hats to get the business off the ground. They are usually the company’s first dispatcher, the first salesperson, the first safety manager, the first billing clerk and the first bookkeeper, to name a few essential functions. This type of pressure can be overwhelming to all but the determined few. So as the company begins to gain traction, the task of adding and retaining drivers starts to get a little too finite. As companies expand, few ever go down the road of strategic planning. If they do, they might discuss the plan to build the company through additional sales and trucks. A discussion might also ensue concerning the business’s infrastructure, what needs to be added to accommodate the extra work budgeted. To some entrepreneurs, this entails the additional expense of hiring people before the additional revenue has been secured. 14 • OVER THE ROAD

Most business owners find this scary, but if it is not done, then things can quickly fall off the rails. Spending each day putting out fires because the company is understaffed can wear down the business owner and the rest of the staff. Driver retention usually starts to take a beating at this point. Scenario one allows the company time to filter through available candidates and train them to be precisely what is needed. Scenario two puts much more strain on the hiring process. It rushes things and it also likely shortens the training period for the new person, leading to performance issues and possibly more fires to put out. At this point, driver retention is not priority one, not that it shouldn’t be. It is just such a hectic atmosphere that the priorities get blurred when one is always playing catch up. Core fundamentals that need to be in place when talking about driver retention are nicely displayed in Maslow’s Hierarchy of needs; https://en.wikipedia.org/wiki/Abraham Maslow In my public speaking, I can usually hold a group’s attention with this discussion when I do presentations about driver retention. Most folks can absorb the concept; they get it. What they have a much harder time understanding is that this is a foundational concept of retention. In practice, it needs to be brought along slowly and thoughtfully. It is not something that can be muscled into place or that happens naturally. I have talked to many owners, and many of them want to act first and plan later. SEPTEMBER 2021

It’s the old joke of shoot first and ask questions later – and then they are confused because things don’t change to the extent they wanted.

reduced retention level will we get to, and can we sustain it? In many cases, the benefits are marginal.

Abraham Maslow put forth a theory that each of us is motivated by a series of priorities that drive our aspirational decisions daily. It looks like this: at the first level we need sustenance (food) which in trucking means wages. How much are you going to pay me? This relates to respect also. Next is the second level - we need to be safe; we need shelter. In trucking, this means how old the truck is, the reputation of the fleet I am working at or looking at for future employment. The third level is that of belonging - communication. We are social mammals; how does the company interact with their drivers, is it effective, is it consistent and does it give valuable helpful information? The fourth level is self-esteem or recognition; we need feedback and acknowledgment of what we do for the business. No one wants to feel taken advantage of or have the feeling of being taken for granted. Finally, the fifth level is self-actualization. I plan on being the best I can be in this profession. Does this company provide me with the tools and educational opportunities for me to advance in my chosen field?

Now take one of these products and nest it inside a company that has decided that driver retention will be the business’s primary focus. Now you have an excellent opportunity to make lasting change. If you would like to hear some of my ramblings in more detail, please jump to: https://www.youtube.com/ watch?v=KIpq39PLpso or take a look at https://rayhaight.com/engage/ or https:// www.truckload.org/about-tpp/tppretention-project/ It’s always been confusing to me that when something threatens the trucking industry or an individual company, they will pivot on a dime to manage their way through whatever obstacle. Talk about resilience. But when it comes to driver retention, many look for ways to find new drivers rather than stop and try to find a way to stem the leakage of drivers from their company. Driver retention can be solved and needs to be looked at as a threat to the company’s very existence.

Safe trucking,

The paragraph above holds the key to retention. It is the holy grail, in my opinion. As I have said many times before, this is a complex issue for most trucking companies that took years to manifest. Do not fool yourself into thinking that there are any quick fixes to getting things under control. There are, of course, many vendors who have jumped on the pain that many companies suffer. The ROI (Return on Investment) for these services is usually handsome when you compare the average cost to hire a driver is in the range of $6 and $12K. The question becomes, to what SEPTEMBER 2021

Ray J. Haight TCA Retention Coach ray@tcaingauge.com www.tcaingauge.com

JOBS FOR TRUCKERS • 15

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SEPTEMBER 2021

JOBS FOR TRUCKERS • 17

WOMEN IN TRUCKING Ellen Voie

Fierceness and Female Drivers If you were asked to name the fiercest animal in the animal kingdom, how would you respond? Would your initial reaction be to say it is a bear, a lion, or a tiger? How about a snake or crocodile? Notice I used the word, “fiercest” and not words like intimidating, scary or, deadly. One of the definitions of fierce is “intense in activity or feeling, vigorous or ardent.” I used this term because I think the most amazing and intense and vigorous animal is the hummingbird. Wait, a tiny little bird that weighs about seven ounces and is usually three to five inches in length? Yes, those little birds that arrive each spring and depart in the fall but add color and beauty to our summers. These little flying dive bombers just zip past us without any regard to our size. The tiny little hummingbird got its name because of the sound it makes while flying. They hover in the air and beat their tiny little wings up to eighty times PER SECOND. Those wings are very powerful, hummingbirds have been measured flying up to 34 miles per hour!

18 • OVER THE ROAD

Fun fact: when the males are courting the females, they try to attract them by dive bombing the object of their attention from heights as high as 100 feet at speeds up to 51 miles per hour. That is truly remarkable and probably impresses those lady birds immensely. So, they can fly fast and high and know how to dive bomb, but why are they the fiercest animal in the kingdom? It’s because they give the name “snowbird” a new meaning. Here in Wisconsin, we typically spot the first hummingbirds in May around Mother’s Day. Where did they come from and why did they decide to spend their summer with us? Most hummingbirds spend their winters in Mexico and South America. They prefer the coasts of the Gulf of Mexico and return there each year in late summer. Then, when spring is imminent, they make the long journey north, as far as the Yukon or southern Alaska. Yes, that is a journey of nearly 4,000 miles, made by such a tiny little creature.

SEPTEMBER 2021

They are focused on getting to their destination and for the most part, are unstoppable. They are on a mission!

They follow the Pacific flyway and coordinate their trip with the emergence of tree leaves and the availability of insects along the way. They can fly 500 miles nonstop across the Gulf of Mexico (both ways). It is not true that they hitch rides on the backs of other birds, they do this by their own power.

The next time you see a hummingbird, think about the journey it has been on and how the tiny creature beats incredible odds to traverse this country twice a year. For me, I will always consider hummingbirds to be the fiercest in the kingdom!

Since hummingbirds depend on eating nectar, they couldn’t survive a winter where the snow covers the ground, or the plants freeze in the colder months. A few hummingbirds do reside in Florida and Southern California, but most take a journey that is brutal for a tiny, winged animal.

Ellen Voie President/CEO/Founder of Women In Trucking, Inc. ellen@womenintrucking.org www.womenintrucking.org

Remember I said hummingbirds are fierce? They are one of the most aggressive birds around. They will attack crows, jays, and even hawks that invade their territory. They claim ownership of a backyard feeder and chase intruders away.

Mission: Women In Trucking was established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry.

Have you ever heard someone use the term, “they eat like a bird?” Well, usually they are referring to someone who doesn’t eat a great deal, but when referencing hummingbirds, they need to consume half of their weight in sugar every day. Yes, half its weight! If we did that we would not be “eating like a bird.” Personally, I think hummingbirds are the strongest, fiercest animal in our kingdom. They remind me of the women who drive tractor-trailers today. SEPTEMBER 2021

JOBS FOR TRUCKERS • 19

SUPPORT YOUR DRIVERS FROM DAY 1

Drivers join your company because they believe they will prosper with you. The main reason they leave a company is the breakdown in communication and promises unfulfilled.

Proven Results. PDA is an extension of your driver support system. Our people develop a meaningful relationship with your newly hired driver from Day 1. We proactively call them, on a scheduled, weekly basis, to learn about their experience with their new company: Are they satisfied? Is it what they expected? Is there anything that they were promised that is not being met? Any issues are immediately reported back to you, the carrier.

Would you like to know more? Give me a call or send me an email to discuss! 20 • OVER THE ROAD

RAY HAIGHT 1-519-820-1632 SEPTEMBER 2021 ray@rayhaight.com

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JOBS FOR TRUCKERS • 21

Index Anvil Ring . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Ayr Motor Express . . . . . . . . . . . . . . . . . . . . . . . 5 Carmen Transportation Group . . . . . . . . . . . . 13 Chris Harris - Safety Dawg Inc. . . . . . . . . . . . . . 7 Erb Transport . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Fleet Safety Council . . . . . . . . . . . . . . . . . . . . . 6 Genesis Express . . . . . . . . . . . . . . . . . . . . . . . 13 Hilton Transportation . . . . . . . . . . . . . . . . . . . 21 Infinit-i Workforce Solutions . . . . . . . . . . . . . 12 Keystone Western . . . . . . . . . . . . . . . . . . . . . . 16 Light Speed Logistics . . . . . . . . . . . . . . . . . . . 24

Making Your Miles Count . . . . . . . . . . . . 10,11 MJN Truck Lines . . . . . . . . . . . . . . . . . . . . . . . 22 Nova Driver Services . . . . . . . . . . . . . . . . . . . . 9 PDA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Speaking from Experience . . . . . . . . . . . . 14,15 Total Logsitics . . . . . . . . . . . . . . . . . . . . . . . . . . 8 TRANSAM Carriers . . . . . . . . . . . . . . . . . . . . . . . 2 TransEmerge Transport . . . . . . . . . . . . . . . . . . . 4 Travelers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Trucker Buddy International . . . . . . . . . . . . . . 17 Women in Trucking Article . . . . . . . . . . . . 18,19

Hiring Flatbed Professionals!

Drivers & Owner Operators for Canada-Only (ON-PQ) Runs Requirements Positive attitude | English or Bilingual Valid AZ/Class 1 license | Previous flatbed experience Clean Drivers and CVOR abstracts | 2 years verifiable experience | Quad-axle trailer experience is beneficial We Offer OWNER OPERATORS · Steady full-time work in Ontario and Quebec · Quad-axle trailer supplied along with necessary accessories (Tarps, Bungie Cords, Straps, Etc.) · Family-friendly schedules that offer weekends off · Company health and dental plan available

We Offer DRIVERS · Steady full-time work in Ontario and Quebec · Higher than average mileage rate · Paid pickups, drop-offs, and tarping’s · Family-friendly schedules that offer weekends off · No slip-seating – personally assigned trucks · Direct deposit pay · $75 cell phone allowance · Company health and dental plan available

$3,000 SIGN-ON BONUS

Our head office is located 45 mins east of Ottawa, near Fournier, Ontario

SEPTEMBER 2021

JOBS FOR TRUCKERS • 23

NOW HIRING U.S. CROSS BORDER SINGLES NEW PAY PACKAGE AND CANADIAN TEAMS OWNER OPERATORS

Steve Hunt O 905.696.0700 x7224 C 905.229.9011 E shunt@lslinc.com 6015 Kestrel Road, Mississauga, ONTARIO L5T 1S8

O U R

F A M I L Y

24 • OVER THE ROAD

W E L C O M E S

www.lslinc.com

Y OSEPTEMBER U R S 2021

Over the Road September 2021

Articles inside

MAKING YOUR MILES COUNT

WOMEN IN TRUCKING

SPEAKING FROM EXPERIENCE

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