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Yankee Line’s MCI J4500 CHARGE at the US Open
Yankee Line, a luxury bus and motorcoach operator based in Boston and ground transportation provider for the 2022 US Open, announced its partnership with the 2022 US Open and Motor Coach Industries (MCI) to operate the first zero-emission electric motorcoach for attendee shuttle service.
The zero-emission motorcoach shuttled the nearly 30,000 attendees daily between Forest Hills MBTA Station and The Country Club during the June 16-19 event. The 52-seat luxury electric motorcoach operated a full 15-hour shift with a single charge each day of the US Open, according to Yankee Line.
“Yankee Line is excited to have partnered with the United States Golf Association (USGA) and MCI to operate the fully-electric motorcoach which assisted in transporting thousands of attendees during this year’s US Open,” states Mike Costa, from Yankee Line. “We believe this partnership helps to pave a greener and more sustainable future within the transportation industry. We’re excited to work with the USGA and our other valued clients to continue to explore options to expand usage of this new zero-emission technology.”
“MCI was proud to partner with Yankee Line to showcase the luxury J4500 CHARGE at such a large public event,” said MCI Vice President Private Sector Sales Patricia Ziska. “The battery-electric CHARGE eliminates emissions while delivering high-capacity luxury coach transportation, a natural choice to support the USGA’s recent announcement that this US Open was the most sustainable in championship history.”
Visit mcicoach.com for more information about the J4500 CHARGE.
[07.05.22]
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- Category: Industry News
The Pennsylvania Bus Association (PBA) recently held its annual conference in State College on June 20, which included awards, elections, and gearing up for the year ahead. The association, which was Incorporated in 1923 as a nonprofit organization dedicated to representing the business and governmental interests of private bus companies operating in Pennsylvania, is also looking ahead to its milestone 100th anniversary in 2023.
Officer Positions (term through June 2024):
Chair: Tammy Wolf-Baker of Wolf’s Bus Lines (first woman chair)
Vice Chair: Brian Kurtz of Elite Coach
New Directors Elected (term through June 2024):
Douglas Rydbom of Premier #1 Limousine
Tracy Showman of Quest Coach
Gary Hahn of National Comedy Center (Travel Supplier Representative)
Operator Members Renewed (term through June 2024):
John Bailey of Bailey Coach
Sandy Borowsky of Starr Bus Charter & Tours
Amy Brooks of Susquehanna Trailways
Todd Campbell of Campbell Bus Lines
Jonathan Berzas of Fullington Trailways
Nelson Floyd of Perkiomen Tours
Jim JeBran of Trans-Bridge Lines
Alison Sherman of Klein Transportation
Gary Shimshock of Budget Charter
To view the full PBA Leadership Team, click here.
The PBA also recognized nine PBA members’ employees as the recipients of the Drivers and Employees of Distinction Award. The recipients were honored at the June 21 luncheon and received engraved plaques, pins, and Bulova watches. The awards are an annual program that enables bus company members to recognize outstanding employees for contributions to the company they are employed by, their passengers, the motorcoach industry in general, and the community in which they serve.
The honorees included:
Driver of Distinction Award: Chris Yeckley of Anderson Coach, George Snedeker of The Fullington Auto Bus Company, Pablo Barrionuevo of Martz Trailways, and Larry Fink of Susquehanna Trailways
Employee of Distinction Award: Nichole Baer of Anderson Coach, Brenda Shue of Bailey Coach, Claye Knepp of The Fullington Auto Bus Company, Kelly Hay of Mlaker Transportation, and Kristin Miller of Wolf's Bus Lines
Additionally, John Bailey of Bailey Coach was surprised with his own Employee of Distinction Award thanking him for his six years of chairmanship.
Visit pabus.org for more information.
[07.05.22]
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- Category: Industry News
You asked for it and we listened. In this column, we ask operators of all sizes and from all walks of the industry a question about their business and report their answers so you can assess how your own company compares to your peers. If you would like to participate, please email Rob Smentek at rob@chauffeurdriven.com for next issue’s question.
TOPIC: What benefits/incentives are you offering to attract new employees? What has been successful or not?
We offer company-paid vacation time, health insurance premium of 50 percent for employee individual coverage, short- and long-term disability, and competitive pay. Dental and vision coverage are also available. We have surveyed employees about 401(k) plans but haven’t found much interest. More importantly, by treating our employees fairly and with respect, they become our best recruiters through word of mouth. Chauffeurs from different companies talk to each other all the time and make comparisons. We attract experienced chauffeurs because of our excellent reputation and compensation/benefit package
Randy Allen, Partner/CTO
James Limousine Service in Richmond, Va.
Honestly, we’re not really doing anything unusual; we’re just paying appropriate hourly pay rates, health insurance contributions, IRA with match, flexible schedules, and PTO.
Nick Boccio, General Manager
Buffalo Limousine in Buffalo, N.Y.
We believe that most households have two needs: benefits and cash.
We see a division of labor occurring in most cases, so:
1. Companies that offer great benies (we don’t) get great employees.
2. Companies that pay above-average wages (we do) get great employees.
3. Companies that try to do a little of each struggle to satisfy either and can’t afford great employees as a result.
Dan Goff, Owner
A Goff Transportation in Ruckersville, Va.
I have increased pay, educated myself on HR hiring practices to better identify qualified applicants, and listened to their needs and expectations. Also, we offer flexible schedules, try to accurately convey the realities of the job so they can manage their expectations, and seek direct referrals from drivers and friends. We’ve stopped just short of offering bonuses because it’s unfair to current drivers. I’m looking to reclassify my posting (for online job sites) under hospitality instead of transportation to see if that helps. I don’t consider hiring TNC drivers anymore; they just can’t adjust away from a taxi mindset and it wastes my time in training.
Thomas Halsnik, President
Walsh Chauffeured Transportation in Tampa, Fla.
To retain and inquire about talented employees, we offer competitive pay and sign-on bonuses; we also utilize an employee referral bonus program. To increase morale and stimulate our drivers on every payroll, we also have a safety and performance bonus. With this, we make them feel special and appreciated. We are also in process of offering PTO and some health benefits.
Stefan Kisiov, Managing Partner
K&G Coach Line in Park Ridge, Ill.
I can honestly say after 28 years in the industry that NOTHING motivates a new potential recruit more than money! I promise that is truly our “secret sauce.” With medical care being more than affordable, that doesn’t seem to be a motivator for our new hires, nor a 401(k). So, I find that if I pay a chauffeur more ($15/hr) not only do they stay for many years, but they feel appreciated and can pay their bills. Money is and will always be the way to secure fantastic help at any position you are trying to fill. Also, after an employee’s first year, a paid week vacation for all full-time drivers is a guaranteed. This method has helped me retain and recruit after the pandemic, and I’m proud to say I have the same team for 16 years both part time and full time with additional new team members.
Wendy Kleefisch, President
Brevard Executive Limousine in Indialantic, Fla.
Money is always to be considered, but the quick-dollar employees I am not interested in. There have been times where some of my managers would come to me concerned about the opening of a new call center or Amazon distribution center near our office. In none of those cases did we have mass attrition because of the work environment we have that could never be replicated by such larger companies. When looking at Amazon’s incredibly high turnover, it tells me that people go there for the idea of making a high hourly wage and quickly realize it’s not what they expected. My point is that it starts with the environment and then once they’re in you tend to have more success in retention of great talent—as long as you have a healthy place to work.
Shariff McMichael, President/CEO
Dav El/BostonCoach in Everett, Mass.
We have found that new hires are looking for positions where they can grow. We start them as dispatchers/reservation agents, and after eight months they have the opportunity to become the assigned group coordinator to one of the sales agents and gain a commission from those groups. When they gain experience and get to know the matrix of our operation, they can become the leader of one of the properties we serve. With chauffeurs, we assign a lead chauffeur for each property who oversees training the team on all details of these properties. Lead chauffeurs can take their vehicle home and has a minimum guarantee of a productivity bonus.
Our car washers are usually 16-18 years old, but as soon they are mature enough—and the lead chauffeurs tell me they are ready—they can start the process to become chauffeurs (once they are 19+ years old).
For our sales team, they love commissions, taking their clients around, and being driven by one of our chauffeurs. At the same time, they are our mystery shoppers.
For the administration team, getting them involved in all decisions of the company is often more important to them than the benefits they get.
Robert Rodríguez, President/CEO
First Class Destination Solutions in Carolina, Puerto Rico
If an employee of ours brings in a new employee, he or she is offered a vacation worth €2500.00. With this method, we have already been able to add two new people to our team.
Bart van Leijden CEO/Founder
ETS Luxury Driving in Barendrecht, Netherlands
We really haven't changed anything regarding our hiring practices. I am not a fan of hiring incentives like bonuses. In my opinion, things like this erode your culture as bonuses should be going to the people you have currently on the payroll, not to potential hires. However, we do offer medical benefits, bonuses, paid holidays, and PTO to our chauffeurs.
Scott Woodruff, Owner
Majestic Limo & Coach in Des Moines, Iowa
We’ve loved hearing your answers to our benchmarking questions—but we always welcome suggestions for future topics, too!
Send an email to rob@chauffeurdriven.com you just might see your query answered in our next e-News.
[07.06.22]