Tackling the Bobtail Driver Shortage Will Require Creative Solutions

Like any fine-tuned system, the propane supply chain includes a wide variety of moving parts, from the careful upkeep of natural gas processing plants to often unpredictable changes in weather that drastically affect propane demand. The licensed, qualified bobtail drivers who are responsible for delivering parts, materials, natural gas liquids and propane play a large part in making propane a viable end product. It’s no exaggeration to say that what hinders professional drivers hinders the entire propane industry. 

This is why the current driver labor shortage — and the bobtail driver shortage in particular — is a problem that has many in the industry concerned. 

The dip in licensed drivers willing to drive trucks has been in full effect for several years, exacerbated by the strain put on the supply chain during the pandemic and the transportation industry’s continuing difficulties to hire, train and retain drivers. Many studies predict the shortage will likely not improve in the coming years. 

According to the latest International Road Transport Union driver shortage study, the driver shortage is expected to double by 2028, assuming no major change occurs. This report was based on a survey of more than 4,700 trucking companies across the world. In both the United States and Europe, the number of drivers who are 25 and under is less than 13%. Experts vary in the details on why exactly the shortage is happening, but the common consensus seems to be that compensation, work-life balance and a move away from trade and skilled labor jobs in the marketplace all play a significant role. 

The shortage in labor also extends to those working on transport trucks before they are road ready. 

“Workforce is the major issue we are having currently,” said Rob Vandemark, vice president of the bobtail manufacturing company Industrial Propane Service Inc. (IPS). “Our company has been in business for over 50 years and as the long-term employees retire, it’s becoming harder to replace them.” 

This doesn’t stop bobtail manufacturers from continuing to make innovations in their product offerings — such as IPS’ “clear vision enclosure” — but it does mean that something, at some point, will have to change if the market is to continue to grow. 

Possible Solutions 

It will likely require a multifaceted and comprehensive solution for trucking services to attract new hires to a dwindling labor force, including improving compensation packages for employees. According to the U.S. Census Bureau and a report from the American Transportation Research Institute, 15% of truckers lacked health insurance and only 43% of carriers offered sick leave. Considering trucking is a career that includes long work schedules and increasing workplace regulations, it is understandable for a skilled workforce to seek more competitive compensation in other industries. 

Another creative and innovative solution to the driver shortage has been proposed and advocated by John Dorer, CEO of eb3.work. Some might not know that a CDL-certified employee for a transportation service does not have to be a U.S. citizen. Through a rigorous documentation process, immigrants with a work visa can be employed by transport carriers and potentially fill a glaring gap in the workforce. 

To learn more about what this process looks like and the ways it can benefit the trucking industry — and in turn, the propane industry — BPN interviewed Dorer to hear his thoughts and insights. 

What is the Employment- Based Third Preference (EB-3) program? 

Dorer: The EB-3 program is a U.S. immigration program that allows employers to sponsor foreign workers for permanent residency in the United States. This program is specifically designed for skilled workers, professionals and other workers, including those in industries experiencing labor shortages, such as trucking. The EB-3 visa category is one of the five employment-based immigrant visa preferences and plays a crucial role in addressing the gap in industries where qualified U.S. workers are scarce. 

Can you briefly describe when and how this program came about? 

The EB-3 program was established under the Immigration Act of 1990, which restructured the U.S. immigration system and created several employment-based visa categories. The intent behind the EB-3 program was to allow U.S. employers to fill positions that could not be filled by the domestic labor market, thereby supporting industries with significant labor shortages. Over time, the program has become a vital tool for many sectors — including the trucking industry — which has faced ongoing challenges in recruiting sufficient qualified drivers. 

Outside of resolving the labor shortage in the trucking industry, how else does this program benefit the bobtail industry? 

Beyond addressing labor shortages, the EB-3 program offers several other benefits to the bobtail industry. It contributes to workforce stability by providing a steady stream of motivated and often highly experienced drivers. This program also allows bobtail companies to diversify their workforce, bringing in drivers from different backgrounds and with varied experiences, which can enhance operational efficiency. Additionally, by participating in the EB-3 program, companies can improve their corporate image as socially responsible entities that support global workforce integration, which can have positive effects on customer and client relationships. 

What have been the biggest obstacles so far in this program and how have those been addressed and/or are planning to be addressed going forward? 

One of the primary obstacles in the EB-3 program is the lengthy and complex application process, which includes rigorous documentation requirements and extended waiting periods. These challenges can delay the arrival of foreign workers, impacting companies that urgently need drivers. To address these issues, there has been an ongoing effort to streamline the application process through better technology, increased staffing and policy adjustments. Furthermore, some organizations have advocated for legislative changes to make the process more efficient. Another challenge has been the cultural and language barriers that foreign workers may face when they start working in the U.S. Companies are increasingly investing in training and support programs to help immigrant workers adapt to their new environment, thereby improving retention rates and job satisfaction. 

Are there any statistics that you’d like to share about the number of hires through this program, pairings with hiring companies, etc.? 

While specific statistics on hires may vary, the EB-3 program has successfully placed thousands of workers in the U.S. workforce across various industries. In the bobtail industry, there have been numerous success stories where companies have not only filled critical vacancies but also seen improvements in overall operational efficiency and driver retention. For example, one company was able to expand its fleet operations by 20% after successfully hiring through the EB-3 program, thanks to the reliability and skill of the recruited drivers. Similarly, for many immigrant workers, the EB-3 program has been a life-changing opportunity, offering them and their families a clear path to permanent residency in the U.S. and the chance to build a better future. 

How are workers/drivers recruited through this program and paired with hiring companies? 

Recruitment through the EB-3 program typically involves collaboration between U.S. employers, immigration agencies and recruitment firms. Employers identify their staffing needs and work with specialized agencies to find qualified candidates abroad. These agencies often have networks in various countries where they source candidates with the required skills and experience. Once suitable candidates are identified, they undergo a vetting process to ensure they meet both the job requirements and the eligibility criteria for the EB-3 visa. The pairing of workers with companies is a meticulous process that takes into account not only the company’s needs but also the candidate’s skills, background and adaptability to the U.S. work environment. 

What is the process if a company is interested in hiring a truck driver through the EB-3 program? 

If a company is interested in hiring through the EB-3 program, it is highly recommended to partner with a team of experienced recruiters and immigration attorneys, such as those at eb3.work. The first step in the process is to work with these professionals to determine whether the position being offered qualifies under the EB-3 category. The team will then assist the company in obtaining a labor certification from the U.S. Department of Labor, which is required to prove that there are no qualified U.S. workers available for the position. Once the labor certification is secured, the company’s immigration attorneys will file an I-140 Immigrant Petition for Alien Worker with U.S. Citizenship and Immigration Services on behalf of the foreign worker. After the petition is approved, the worker can either apply for an immigrant visa or adjust their status if they are already present in the U.S. Throughout this process, the team at eb3.work will ensure that the position meets prevailing wage requirements and that the company is well prepared to support the foreign worker during their transition to employment in the U.S.