Meeting Details

• Date: Sunday, October 25, 2026
• Scheduled time: 8:30 AM–10:30 AM Eastern
• Format: Virtually on Zoom
• Officer reports: Jeremiah, President, and Bronsen, Vice President

Open the Meeting Page for Zoom Access and the Calendar

Quick access: Boot requirements and ASTM ratings · Receipt submission checklist · Example email to Anthony

Financial Review

The President’s prepared report covered the checking balance and expected November deposits. Those financial figures are intentionally redacted from the website. Members may direct financial-report questions to the union officers through the appropriate union process.

October has five payment periods for dues deductions.

Perfect Attendance

• The September 2026 attendance bonus winners are posted on the DWA website. Check the list to see whether you won.
• Per the President’s update, checks will be distributed by the company after the winners are randomly selected, to reduce confusion about when and where to collect them.

Active Grievances and Labor-Management Matters

Jeremiah and Bronsen reported on their meeting with company leadership in Florence on Thursday, October 22, 2026. They reviewed outstanding grievances, complaints, and requests with the membership. Jeremiah planned to follow up with Scott Stoner on Monday, October 26. A further labor-management meeting was anticipated, but its date and any resolutions remained unconfirmed.

The items below are concerns, requests, and proposals—not announcements of an agreement or settlement. Updates will be recorded when responses and outcomes are confirmed.

Monday and Friday Personal Days

The Union raised its concerns about restrictions on Monday and Friday personal days. The requested follow-up is clarification of the company’s rule, its contractual basis, the criteria used for individual requests, and the reasons for disputed denials.

Members discussed the effect of restrictions on drivers who plan time off and on school-route drivers whose available leave is affected by school closures.

CBA clarification: The contract does not give every classification an unrestricted right to request personal days. Article 6(C) specifically says school drivers cannot request a personal day off and are expected to work the school year; it separately permits use of available sick/personal days for qualifying non-holiday school closures. This is distinct from the Union’s challenge to the company’s Monday/Friday rule. Individual requests, exceptions, and disputed applications remain for Union review; no grievance outcome is being announced.

Jumper Pay Retention and Workload

The proposed retention of some jumper pay when a long-serving jumper moves to a regular driver position was discussed. The service-retention proposal was sent separately to company leadership for review. It remains a proposal; no new pay entitlement is being announced.

The separate jumper-workload discussion was not reached during the October 22 company meeting, but members discussed it during this October 25 union meeting. Concerns included uneven assignments in Jersey City and Florence jumpers assisting at the other location. Workload distribution and inter-site coverage pay remain follow-up topics; no revised premium or agreement is being announced.

School-Route Vacation, Sick, and Personal Time

The parties discussed allowing school-route drivers to choose available vacation for school closures before exhausting sick or personal time. Follow-up includes reviewing the leave balances and payroll circumstances of the 22 employees paid vacation for Columbus Day. This review does not establish that those payments were improper or that a new leave policy has been agreed.

During the membership discussion, Bronsen explained the concern that school breaks can use up available leave and leave drivers with fewer options later in the year.

CBA clarification: Vacation entitlement follows the hire-date anniversary and service schedule in Article 4. Sick/personal time is a separate bank: Article 6(A) specifies six sick days and two personal days, with a March 1–February 28 accrual period. Article 6(C) describes an election to use available days for qualifying school closures, not a requirement to use them, and excludes a day already paid as a contractual holiday. Any proposed change to vacation selection or application of these provisions still needs confirmation.

Route Posting and Bidding

The October 22 discussion included getting available Jersey City routes posted so drivers have an opportunity to bid. The broader meeting packet calls for a current route inventory and a consistent posting and bidding process at both locations.

Members also discussed weekend delivery coverage and matching customer needs with available routes. The Union will continue seeking a consistent process under Article 7 rather than treating informal assignments as a substitute for contractual bidding requirements.

Automated-Camera Notices of Liability

The Union requested restoration of pay lost by drivers suspended over automated-camera Notices of Liability. The related discipline and contractual concerns remain under review; restoration of pay has not been confirmed.

The discussion distinguished automated notices from driver-issued summonses and raised questions about responsibility and discipline. These issues remain subject to case-specific Union and attorney review; no guaranteed legal outcome or blanket exemption from discipline is stated here.

Other Outstanding Grievances

The packet was provided for review of the remaining open matters, including items not covered in the company meeting. Bronsen reported that the requested disciplinary records had not yet been provided and would continue pursuing the request. Individual employee details will be handled privately.

Vehicle Maintenance, Floors, and Safety Equipment

Members raised concerns about truck breakdowns, roadside assistance, floor condition, and cab safety-camera equipment reported as inactive. They discussed refurbishment and alternative truck options. These were member reports and possible improvements, not confirmed purchasing decisions.

Bryan agreed to resend Scott Stoner the information for an Autocar dealer in Pennsauken. Members should continue reporting equipment defects through the established company process and bring unresolved safety concerns to their representatives. Approved footwear does not remove the need to report a defective floor or other equipment problem.

Discussion Topic: Work Boots, Safety Footwear, and Reimbursement

Shoes for Crews has visited both Florence and Jersey City. The President’s update directed members who have not purchased their footwear to the company-provided QR code and punch-in ID for the $100 credit. Members may also buy qualifying footwear from another vendor and request reimbursement of up to $100, subject to company safety approval.

CBA clarification: Article 17(C) provides $100 each calendar year for one pair of company-approved work boots, with a receipt upon request. The company credit and outside-vendor reimbursement are alternatives within the benefit, not two separate $100 allowances. Confirm your available credit and approval before purchasing.

Member guide added after the meeting: The explanation below follows Anthony Ingram’s October 23 email correspondence, the Shoes for Crews testing guide he shared, and ASTM’s published standard descriptions. It explains the requirements; it does not create a new company policy.

ASTM F2913-24 and ASTM F3445: What Do They Mean?

• ASTM F2913-24 is the test method: It measures a finished shoe’s grip against a test surface under controlled laboratory conditions. The result is a coefficient of friction (COF). “Tested to F2913” alone does not tell you whether the footwear meets a required performance level.
• ASTM F3445 is the performance specification: It sets minimum slip-resistance requirements using F2913 testing. The current F3445-24 edition distinguishes SR (dry/wet) and SRO (also oily/wet) performance. Shoes for Crews explains SR as a COF of at least 0.40 on dry and wet test surfaces; SRO additionally requires at least 0.33 under the oily/wet test conditions.
• Ask for the exact model’s documentation: Check its inside label and manufacturer’s specifications. Anthony identified F3445 compliance using F2913 testing as the company’s slip-resistance requirement. His emails did not state that only a “-24” label is acceptable or require SRO for every job; ask Safety which rating and edition it accepts for your work.

Shoes for Crews: ASTM testing, SR/SRO ratings, and slip resistance · ASTM F2913-24 overview · ASTM F3445-24 overview

Slip-resistant does not mean slip-proof. Laboratory ratings do not guarantee grip on every floor, contaminant, or worn outsole. Keep footwear in good condition and continue reporting slippery or defective walking surfaces.

Composite Toe vs. Steel Toe: A Different Type of Protection

Steel toe uses a steel protective cap. Composite toe uses a non-metallic protective cap, such as fiberglass or other composite material. Either can be made to meet applicable safety-toe impact and compression requirements; material alone does not prove compliance.

ASTM F2413 addresses protective safety-toe footwear, including impact/compression protection. It is not interchangeable with the F2913 slip test or F3445 slip-performance requirement. A safety toe does not by itself establish slip resistance, and a slip-resistant soft-toe shoe does not provide a protective toe cap. Check the exact model’s ratings for each hazard.

Company approval still matters: Anthony’s correspondence did not establish a blanket steel-toe-only rule or confirm that soft-toe footwear is acceptable for every position. Ask him to confirm the required toe protection and any additional features for your assignment before buying. One approved style does not approve every shoe from that brand.

References: ASTM F2413 safety-toe overview; Shoes for Crews examples of composite-toe and steel-toe construction. These are material/rating examples, not a DWA list of company-approved purchases.

Send Your Receipt Directly to Anthony for Approval

Anthony Ingram · Safety Department
anthonyingram@creamoland.com

Anthony asked that future requests go directly to him with the purchase receipt and a clear photo of the tag inside the shoe. He also requested an outsole photo when the make/style needed further review. Include that photo upfront to help avoid another exchange.

1. Receipt: Attach a readable scan or photo showing the item, purchase date, and amount paid. Cover payment-card or bank details without hiding the purchase information.
2. Inside label: Photograph the full shoe/boot tag clearly, including the model and any ASTM markings. Do not substitute a generic brand advertisement.
3. Outsole: Include a clear photo of the bottom tread for review, especially if the model’s compliance is unclear.
4. Helpful identifying details: Give your name, work location and position, exact brand/model, and a manufacturer’s product link or specifications. These help identify the request; Anthony’s stated standard submission items were the receipt and inside-tag photo.
5. Send directly to Anthony and wait for confirmation. Ask him to confirm footwear approval, the reimbursement amount, and processing status. Submitting documents is not approval; another member’s approval or processing time is not a guarantee for your request.

Example Email: John Doe’s Reimbursement Request

Illustration only—not sent. Replace John Doe and every bracketed item with your own information, and attach your actual documents.

Not purchased yet? Email Anthony the exact model and manufacturer’s specifications first to ask whether it is suitable. After purchase, provide the receipt and photos for reimbursement review.

DWA Apparel and Reimbursement

Members have already purchased DWA apparel and received reimbursement. The discussion emphasized choosing clothing members actually want to wear instead of committing union funds to large quantities of unwanted items. The website explains how to choose apparel, obtain approved logo files, arrange customization, and submit the required proof for review.

Keep the apparel and customization receipts, along with a photo of the finished item. Follow the page’s instructions for uploads or turning physical receipts in to a union representative. Reimbursement remains subject to approval.

Program clarification: Check current reimbursement limits and eligible costs with a representative before ordering. Upload a finished-apparel photo with the request even when turning in paper receipts. A submission is not automatic approval or a promise of unlimited reimbursement. Follow the garment and decorator’s care instructions.

Visit DWA Apparel for Artwork and Reimbursement Instructions

Driver Safety Award: November Payment

The meeting discussed the safety award payable in November. This is separate from the monthly attendance winners.

CBA clarification — Article 12, Incentive Awards: The award depends on the driver’s qualifying record within the current September 2025–September 2028 contract, not simply total years employed or the calendar year alone.

• $300: For an entire contract year with no chargeable accidents. The first contract year runs September 1, 2025–September 1, 2026.
• $550: For two consecutive contract years of this contract without accidents. The second contract year runs September 1, 2026–September 1, 2027.
• $800: For three consecutive contract years of this contract without accidents. The third contract year runs September 1, 2027–September 1, 2028.

The CBA provides payment in November by separate check. The higher amounts are not automatic for every driver in the second or third year. Chargeability is addressed through the Article 9 Accident Review Panel; individual eligibility questions should go to a representative.

Post-meeting clarification: The Vice President explained the concern that the award progression starts over with a new contract cycle rather than continuing a driver’s long-term accident-free streak. The current agreement does not provide a fourth-year $1,050 award or guarantee a carryover into a successor agreement. Any continued progression would need to be addressed in the applicable negotiated terms.

Pay Rates, Leave Balances, and Departure Planning

Members discussed the importance of knowing their daily or hourly rate and checking pay statements and leave balances. A reported missing vacation-day payment was referred for private follow-up with HR through Jeremiah; the affected member is not identified in these public minutes.

Bronsen demonstrated the voluntary resignation planning tool. The discussion covered the effect of exit month, service anniversaries, and unused leave. Members with disputed balances or historical individual arrangements should request an individual review rather than assume a calculator result settles the matter.

CBA and calculator clarification: Article 5 uses completed service to determine a tier and eligible months worked in the current calendar year to determine the multiplier. It is not a flat payment for every year of employment. A December exit is not automatically the best option for everyone; service anniversaries, qualifying months, notice, rates, and leave balances can change the result.

Article 5(E) requires two weeks’ written notice and working the full notice period; vacation cannot count as notice. Unused vacation is separately addressed in Article 4(K), using the available balance when written notice is given. Sick/personal-day values on the website are conditional estimates requiring DWA/payroll confirmation, not guaranteed cash-out amounts. The calculator’s exit-month convention is a DWA planning assumption that should be confirmed for the individual case, particularly because Article 5(B) refers to a complete month.

Website Improvements This Month

Throughout October, the DWA has continued building practical tools and improving access to union information. The goal is to help members understand their benefits, plan ahead, and stay connected between meetings.

Meeting Calendar and Schedule Planning

• 2026 and 2027 calendars: Switch between both years on the Meetings page. All twelve 2027 meeting dates are now listed so members can plan ahead. Future details may change; always check the current listing.
• Clear meeting formats: Gold marks in-person meetings, held from 9:00–11:00 AM with Zoom access available. Cyan marks Zoom meetings, held from 8:30–10:30 AM. The 2027 in-person months are February, May, August, and November.
• Holiday information in one place: The calendar distinguishes the ten DWA paid holidays, company-closed days, and federal observances that are not DWA-paid holidays on those dates. A white dashed outline does not create holiday pay or a day off. September 1 now has a green raise-date marker in both 2026 and 2027. The CBA’s applicable first-full-pay-period timing and individual eligibility still govern; the marker is not a promise of a paycheck arriving that day.
• Rotating-day-off planner: Rotating-schedule drivers can select a known assigned day off to see projected days off in orange throughout the selected year. This can help with vacation planning, but the forecast assumes the rotation remains unchanged and does not approve vacation or personal time.
• Holiday attendance guide: Members can choose their work schedule to see relevant scheduled days around a holiday. School-route drivers can enter their actual scheduled dates. Questions involving leave, disputed schedules, or eligibility should still go to a DWA representative; the guide does not guarantee holiday pay.

Automatic Meeting Updates and Reminders

The site’s Next Meeting banner now follows the calendar and advances to the following meeting at 10:00 AM Eastern on meeting day. The current meeting’s joining details remain available on the Meetings page until its scheduled end. Automatic reminder emails are scheduled for 7:00 PM Eastern the evening before each meeting for eligible registered recipients.

Voluntary Resignation Planning Tool

The Voluntary Resignation Calculator provides an itemized planning estimate using a member’s hire and exit months, pay rate, and unused leave balances. It explains notice requirements and flags amounts that need DWA/payroll confirmation. It does not submit a resignation, save the entered figures, or guarantee a payout. Members should review their circumstances with a representative before making a decision.

Apparel Resources, Easier Navigation, and Faster Pages

The public Apparel page now brings together approved artwork downloads, separate printing and embroidery/hat options, illustrative mockups, printer guidelines, and the reimbursement form. Production artwork is kept separate from mockup pictures, and embroidery still requires professional digitization and an approved stitch-out.

The main menu has been reorganized to make Meetings, News/Updates, Apparel, Suggestions, Contact, and Resources easier to find. October’s site-wide cleanup also reduced unnecessary scripts, effects, and font loading, repaired missing style files, and improved loading performance across key pages and the meeting-minutes archive. The focus remains a faster, clearer experience, especially for members using phones.

Help us keep communication open: Keep your registered email current, check the website for updates, and use the Suggestions page with your verified member account to send ideas to the President and Vice President. Members who have not signed up can visit Member Registration or ask a representative for help.

Follow-Up Actions

• Jeremiah: Follow up with Scott Stoner on Monday, October 26 about personal-day restrictions, jumper pay retention and workload, school-route time off, route posting, and automated-camera notices. Confirm the next labor-management meeting when a date is agreed.
• Bronsen: Continue pursuing the outstanding request for disciplinary records.
• Bryan: Resend the Autocar dealer information to Scott Stoner.
• Anthony: Send Jeremiah the details of the reported missing vacation-day payment privately so the Union can raise it with HR.
• Members: Review your pay rate and available leave, keep supporting records, and bring discrepancies or benefit questions to a DWA representative.

Next Scheduled Meeting

Sunday, November 22, 2026 · 9:00 AM–11:00 AM Eastern
In person at VFW Post 133, 485 Cranbury Rd, East Brunswick, NJ 08816, with Zoom access also available. Check the Meetings page for current details, directions, and the joining link.

Useful Links

• Meeting information and the 2026 / 2027 calendar
• September attendance bonus winners
• DWA apparel and reimbursement
• Member resources
• Current CBA: benefit and contract wording