submitted by Bruce Hamilton, President

You sent us to the bargaining table to get a good contract. The company's "final offer" doesn't even come close to qualinfying. Here's why:

Wages: Tiny raises of 40¢ an hour the first year, 42¢ the second year, and 63¢ the third year won't even keep up with the cost of living. We've already lost 7.5% of our paychecks to inflation since 2004. On top of that, this offer would cheat us out of the first two months of the increases!

Health & Welfare: Greyhound saved $20 million during the last contract because high premiums forced half of our members out of the plan. Instead of using that windfall to increase benefits or lower premiums, this offer would allow the company to contribute even less to the health plan!

Pension: Greyhound wouldn't even agree to sponsor a study with us to develop a pension policy for workers.

401(k): Under this proposal, Greyhound would only put $165 more per year into the average driver's 401k account.

Work rules: Greyhound thinks a few pennies will convince us to accept a set of outrageous changes that we previously rejected:

• Mechanic seniority: Management would assign their favorites (rather than most senior) mechanics to regular shifts and temporary transfers.

• Discipline: The company would get 10 more days to issue discipline.

• Grievances: Management would get 10 more days to respond to grievances, but employees would lose 10 days to file a grievance (20 days instead of 30) and resolve a complaint (5 days instead of 15).

• Sub-contracting: Greyhound has sub-contracted 12 million miles since 2004. This proposal would allow them to contract out 15 million more miles and untold numbers of mechanics jobs. What good is a contract - even one with huge pay increases - if we have no work?

Greyhound is trying to bully you into a bad deal. They are used to treating their customers and employees like dogs. The unity you have shown on the job and in rallies across the country forced the company to make a few small concessions in bargaining - which they have also tried to tie to give-backs - including:

• Minor job security changes for drivers - coupled with less job security for mechanics

• Minor work rule improvements - coupled with unacceptable work rule changes

• A stronger successor clause to make the new owner comply with the contract - but it might require litigation.

Don't be fooled by ultimatums. Greyhound demanded the union agree to a "gag rule" before they would begin bargaining, but we stood our ground, and talks went ahead without ground rules. The company said it would never extend the contract beyond Jan. 31, but we stood our ground and the contract was extended until Feb. 14. Management said if we didn't have a deal by Feb. 14 they would let the contract expire - meaning we would have no grievance procedure if they fired us - but we stood our ground and are now covered until
April 15.

We can do better than this "final offer." But it starts by voting "No" on this contract proposal and joining your union brothers and sisters to build a movement that can convince Greyhound's current - and future - owners that we refuse to be treated like dogs!

VOTE NO!