Sample Sidebar Module

This is a sample module published to the sidebar_top position, using the -sidebar module class suffix. There is also a sidebar_bottom position below the menu.

Sample Sidebar Module

This is a sample module published to the sidebar_bottom position, using the -sidebar module class suffix. There is also a sidebar_top position below the search.

at Canadian Waste and Recycling Expo 2018

Mack Trucks featured its Mack® LR and Granite® models in its booth at the Canadian Waste and Recycling Expo 2018, October 24-25 at the Enercare Centre in Toronto.

Featuring a comfortable yet functional driver-focused design for improved productivity and enhanced visibility for increased safety, the LR model is available in two configurations: A 6x4 configuration and a 4x2 configuration for a lighter and more maneuverable option. The LR can be powered by diesel or natural gas.

The LR model displayed in Mack booth No. 1600 featured the new multi-position seat, developed exclusively for Mack Trucks by Sears Seating. The seat is engineered to improve driver comfort and ergonomics for operators in a right-hand stand-up/sit-down drive configuration. The Granite model in the Mack booth also features Sears Seating.

Mack Over The Air (OTA) is also now available on refuse vehicles, including the LR and Mack Granite models equipped with 2017 or newer Mack engines. Mack Over The Air enables software updates for powertrain components and vehicle parameters like road speed limits.

Mack Over The Air is powered by Mack’s fully integrated telematics solution, Mack GuardDog® Connect, which delivers software updates directly to customers when it’s convenient for their operations.

GuardDog Connect proactively monitors truck performance, detecting fault codes and enabling real-time diagnosis of issues that could lead to unplanned downtime. Working with the Mack ASIST online service management system and Mack OneCall™ uptime agents in Mack’s 24/7 Uptime Center in Greensboro, North Carolina, GuardDog Connect maximizes customer uptime by scheduling repairs and confirming that needed parts are in stock and ready to install, all while the truck is still on the road.

All of Mack uptime services are part of Mack Connect, a comprehensive suite of tools that integrates intelligent software, predictive analytics, and driver assist technologies to help customers manage productivity and profitability.Refuse vehicles in the Mack booth at the Enercare Centre included:

 

Current News

Retention for the Future of Trucking

As we look ahead, we recognize that retention is a critical component of the trucking sector’s business model and success in retaining a strong workforce. At a point where we have a skilled worker shortage, we cannot afford to lose our assets: our driving force who keep the economy moving and our businesses growing.

We have companies with varied turnover rates and those rates result in dollars lost. We have companies that have varied hiring practices, which inevitably result in varied retention rates.

The reports indicate that the skilled worker shortage will continue to increase as we move toward 2024. It’s time to reinforce our retention practices so we can reduce our turnover rates – resulting in strong retention practices.

It is a topic worth considering. We need to put the same level of effort into retention as we do into recruitment. Why is retention a challenge? What areas are we missing that create this barrier to stronger retention rates? Do we accept high turnover as the cost of doing business?

Let’s take a step back. The loss of one driver can have a potential cost implication of up to $5,000 (this may be low for some companies) to replace the professional driver. Lose 10 drivers and suddenly you are at a loss of approximately $50,000. In a sector where margins are tight, can we afford those types of losses without exploring why and how we can do better?

Understanding why we lose people in our sector can be challenging. Even the best exit survey strategies do not always yield the information we need to remove barriers and retain the individual or offer insight into what we can do differently; however, the survey is an essential tool that provides an opportunity to learn... it just needs to go beyond the surface. We need to go to the beginning at the point of hire.

The first thing I think about when looking at retention is trust. Is there trust being built at the recruitment stage – at a level that can be delivered beyond the promises made at the point of recruitment. Can we deliver the pay, home time, benefits, flexibility and everything else that we have promised?

Trust is a deal-breaker for many of us. If you promise professional development in the first year of an employee’s career and then do not offer it, you have broken trust. If you promise a raise after a three-month probation period and do not provide it, you have broken trust. If you promise a professional driver that they will be able to be home for special occasions and you do not get them home, you have broken trust.

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