11 hours ago
A Sudden Turn in a Tough Economy
In early 2009, the U.S. economy was still reeling from the financial crisis. Construction projects had slowed, equipment sat idle, and skilled operators found themselves scrambling for work. Amid this bleak backdrop, a young crane operator in California received an unexpected phone call at 6 a.m. from a recruiter in Atlanta. The job? Supporting telecom infrastructure upgrades just two hours away from his home. It wasn’t just the proximity that made it appealing—it was the package.
Telecommunications Industry Rebounds
The telecommunications sector had begun ramping up cell tower installations and maintenance, driven by increased demand for mobile connectivity. This surge created a ripple effect across support industries, including heavy equipment operations. The job offer included a flat hourly rate $2 higher than his previous top wage, full benefits retroactive to the start date, and a rare upfront per diem of $90 per day—tax-free. These terms were nearly unheard of in a market where floating pay scales and delayed benefits had become the norm.
Teamwork and Loyalty Pay Off
Rather than taking the job solo, the operator negotiated to bring along his longtime helper—an oiler who had worked with him for years. The helper’s previous company was on the brink of collapse, and this opportunity offered both men a lifeline. The employer agreed to hire the helper as a driver and assistant, granting him the same pay and benefits. This move not only preserved a trusted working relationship but also ensured operational efficiency in urban environments where solo operation is discouraged.
Understanding the Equipment and Role
The job centered around a 17-ton Terex boom truck, a compact crane often referred to as a “stinger.” Unlike larger lattice boom cranes, stingers are mounted on truck chassis and are ideal for quick deployment in city settings. Despite its modest size, the crane required a dedicated operator and a separate driver—a policy likely rooted in safety protocols and union jurisdiction.
Key specifications of the Terex 17-ton boom truck include:
The operator held a Class A CDL with hazmat endorsements, qualifying him to drive the crane himself. However, union rules and company policies sometimes require separation of roles. In regions governed by strong union contracts, such as Southern California, Teamsters may handle driving while Operating Engineers manage crane operation. This division ensures job protection and safety but can seem redundant to younger operators unfamiliar with legacy practices.
A veteran operator from Connecticut shared that his Class A license became more of a burden late in his career, as he was often tasked with hauling equipment rather than operating it. The physical toll of chaining down loads and managing lowbed trailers led him to downplay his license during job searches.
Navigating Employment Contracts
One seasoned voice advised securing a fixed-term employment contract rather than relying on “at-will” arrangements. In at-will scenarios, employers can terminate workers without severance or notice. A one-year contract, by contrast, offers financial stability and legal recourse in case of layoffs. While not always feasible, this strategy is especially valuable in volatile industries.
Anecdotes from the Field
The operator joked about needing someone to tie his shoes next, highlighting the irony of being assigned a helper for a small crane he had always run solo. He reflected on how older generations managed without such support, wondering aloud whether they walked to job sites. His humor masked a deeper appreciation for the unexpected leverage he had gained—something he hadn’t experienced since the pre-recession boom years.
Looking Ahead
Though not yet unionized, the operator planned to join Local 12 once the market stabilized. Friends working for Bragg Crane in Fontana and Long Beach had already paved the way. He understood the importance of timing and respect for union boundaries, choosing to wait rather than risk conflict by mixing private and union work.
Conclusion
This story illustrates how resilience, timing, and relationships can transform a bleak outlook into a promising future. The telecommunications rebound provided a rare window for skilled operators to negotiate favorable terms, secure stable work, and uplift their peers. In an industry often defined by uncertainty, moments like these offer a reminder that preparation and loyalty still matter—and that sometimes, there really is hope.
In early 2009, the U.S. economy was still reeling from the financial crisis. Construction projects had slowed, equipment sat idle, and skilled operators found themselves scrambling for work. Amid this bleak backdrop, a young crane operator in California received an unexpected phone call at 6 a.m. from a recruiter in Atlanta. The job? Supporting telecom infrastructure upgrades just two hours away from his home. It wasn’t just the proximity that made it appealing—it was the package.
Telecommunications Industry Rebounds
The telecommunications sector had begun ramping up cell tower installations and maintenance, driven by increased demand for mobile connectivity. This surge created a ripple effect across support industries, including heavy equipment operations. The job offer included a flat hourly rate $2 higher than his previous top wage, full benefits retroactive to the start date, and a rare upfront per diem of $90 per day—tax-free. These terms were nearly unheard of in a market where floating pay scales and delayed benefits had become the norm.
Teamwork and Loyalty Pay Off
Rather than taking the job solo, the operator negotiated to bring along his longtime helper—an oiler who had worked with him for years. The helper’s previous company was on the brink of collapse, and this opportunity offered both men a lifeline. The employer agreed to hire the helper as a driver and assistant, granting him the same pay and benefits. This move not only preserved a trusted working relationship but also ensured operational efficiency in urban environments where solo operation is discouraged.
Understanding the Equipment and Role
The job centered around a 17-ton Terex boom truck, a compact crane often referred to as a “stinger.” Unlike larger lattice boom cranes, stingers are mounted on truck chassis and are ideal for quick deployment in city settings. Despite its modest size, the crane required a dedicated operator and a separate driver—a policy likely rooted in safety protocols and union jurisdiction.
Key specifications of the Terex 17-ton boom truck include:
- Maximum lifting capacity: 34,000 lbs
- Boom length: Up to 100 ft
- Chassis: Typically Class B CDL required, though some configurations may use hydraulic brakes
- Applications: Equipment loading, telecom gear placement, light structural lifts
- Per Diem: A daily allowance for expenses, often tax-free when paid upfront for travel-related work.
- Oiler: A crane assistant responsible for maintenance, rigging, and support tasks.
- Stinger Crane: A colloquial term for small boom trucks used in light lifting applications.
- CDL Class A/B: Commercial Driver’s License classifications required for operating heavy vehicles. Class A covers combination vehicles; Class B covers single vehicles over 26,000 lbs.
The operator held a Class A CDL with hazmat endorsements, qualifying him to drive the crane himself. However, union rules and company policies sometimes require separation of roles. In regions governed by strong union contracts, such as Southern California, Teamsters may handle driving while Operating Engineers manage crane operation. This division ensures job protection and safety but can seem redundant to younger operators unfamiliar with legacy practices.
A veteran operator from Connecticut shared that his Class A license became more of a burden late in his career, as he was often tasked with hauling equipment rather than operating it. The physical toll of chaining down loads and managing lowbed trailers led him to downplay his license during job searches.
Navigating Employment Contracts
One seasoned voice advised securing a fixed-term employment contract rather than relying on “at-will” arrangements. In at-will scenarios, employers can terminate workers without severance or notice. A one-year contract, by contrast, offers financial stability and legal recourse in case of layoffs. While not always feasible, this strategy is especially valuable in volatile industries.
Anecdotes from the Field
The operator joked about needing someone to tie his shoes next, highlighting the irony of being assigned a helper for a small crane he had always run solo. He reflected on how older generations managed without such support, wondering aloud whether they walked to job sites. His humor masked a deeper appreciation for the unexpected leverage he had gained—something he hadn’t experienced since the pre-recession boom years.
Looking Ahead
Though not yet unionized, the operator planned to join Local 12 once the market stabilized. Friends working for Bragg Crane in Fontana and Long Beach had already paved the way. He understood the importance of timing and respect for union boundaries, choosing to wait rather than risk conflict by mixing private and union work.
Conclusion
This story illustrates how resilience, timing, and relationships can transform a bleak outlook into a promising future. The telecommunications rebound provided a rare window for skilled operators to negotiate favorable terms, secure stable work, and uplift their peers. In an industry often defined by uncertainty, moments like these offer a reminder that preparation and loyalty still matter—and that sometimes, there really is hope.
