Transportation Staff Announcement (January 14, 2020)
Over the next month, LifeLinks CLASS will shift to a new transit provider to provide transportation services to and from our Lawrence-based day programs. There will be a small amount of new DDS-funded routes that will remain in-house, but the majority of our existing transportation routes will be fulfilled by a new partner. We aim to make the transition as smooth as possible for all impacted staff and have several options for you to consider.
Stay Bonus:
All drivers and monitors will be employed in their current roles throughout the transition period.
- All transportation staff are encouraged to stay with their current roles until the new provider is in place.
- Drivers and monitors who remain in good standing and with no unexcused absences will earn a “stay bonus” of $125 per week beginning on Monday, January 20.
- Unplanned absences, call outs, or disciplinary issues during this period will negate the stay bonus.
Options for Impacted Staff:
Our goal as an organization is to shift as many of our transportation staff into new roles as possible, and our human resources department with work with each of you throughout the month of January on placement.
- Employees in the transportation department will be provided two weeks severance pay if they choose to leave our employ at the end of the transition period.
- Transportation staff are eligible to apply to transfer to one of more than 50 open positions at LifeLinks CLASS.
- Employees who transfer to another position within LifeLinks CLASS will NOT receive the severance pay.
- Transportation staff currently subbing in programs who already have the necessary trainings can immediately transfer at the end of the transition period.
Resources Available to Impacted Staff:
All open positions are listed below for your reference, and our human resources office is committed to offering any and all assistance we can over the next few weeks.
- Placement services: Human resources can advise impacted staff on open roles to consider in Lawrence, Chelmsford, and Wilmington and/or at our group homes throughout the region. Staff interested in an open position should complete a transfer request form and return it to Human Resources. Human Resources will coordinate and facilitate the internal transfer process.
- Training: Comprehensive trainings will be scheduled for members of the transportation staff that do not yet have the requisite trainings to work in programs.
- Recruitment: Human resources will connect drivers and monitors who are interested in staying in those roles with the hiring managers at our new transportation provider.
Frequently Asked Questions:
All questions should be directed to Becca Rausa, Chief Human Resources Officer. We will continually update this page with questions we receive to share any and all information that will help those of you impacted to transition to new roles.
- Placement services: Human resources can advise impacted staff on open roles to consider in Lawrence, Chelmsford, and Wilmington and/or at our group homes throughout the region.
- Training: Comprehensive trainings will be scheduled for members of the transportation staff that do not yet have the requisite trainings to work in programs.
- Recruitment: Human resources will connect drivers and monitors who are interested in staying in those roles with the hiring managers at our new transportation provider.
Has the SEIU been notified of this change?
Yes, the SEIU was notified in writing on January 14 per the terms of the bargaining agreement.
Who will be the new transportation provider?
At this time we do not know, but once CATA selects the new partner we will share that with you.
When will we know the identity of the new transportation provider?
Unfortunately, we do not know. As soon as we are informed, we will pass that information along to all of you.
Will the families whom we serve be notified of this change?
Yes. We are working with our case coordinators to ensure the families are in the loop on this change and have created a transit hotline specifically for them to get information.
How will the stay bonus be paid out?
The stay bonus of $125 per week will be paid out in one lump sum at the end of the transition period.
Why is the agency making this shift in transportation?
Our mission is rooted in providing the best-quality care and supports for the individuals we serve in Greater Lowell and Greater Lawrence, and we feel this shift better positions us to deliver on that mission.
If I accept a new position at LifeLinks CLASS, will I still receive the stay bonus?
Yes; as long as you stay in good standing in your current role until January 31.
If I accept a new position at LifeLinks CLASS, will I still receive the severance pay?
No. Severance pay will only be provided to staff who remain in their positions throughout the transition period and are not transferring to a new role at LifeLinks CLASS.
When do I need apply for one of the open positions?
You may begin applying immediately, and we encourage you to review the list of open positions as they will be filled on a first-come, first-served basis among qualified candidates.
I have a doctor’s appointment this month; will this impact my eligibility to earn the stay bonus?
As long as you communicate with your supervisor and provide documentation your eligibility for the stay bonus will not be impacted.
If I choose not to stay until the end of the transition period, how will that affect my compensation?
You will be compensated for hours worked until your last day, but you will not be eligible to receive the severance pay.